cultural preparation for afghanistan

©copyright 2014 cultureresourcecentre pty ltd

EXTREME CQ NEGOTIATIONS

CULTURAL INTELLIGENCE

OPERATING ACROSS CULTURES

Defence Force Preparation – MEAO Presenter – Nick Stone

2014

http://www.linkedin.com/profile/view?id=801908&trk=tab_pro

https://www.facebook.com/cultureresourcecentre

http://www.cultureresourcecentre.com.au/Cultural-Blog


MEAO FORCE PREPARATIONS PROGRAM CULTURAL INTELLIGENCE OPERATING ACROSS CULTURES

TODAY’S PROGRAM

1. Cultural Intelligence

Cultural general briefing

2. Middle East briefing

Cultural Specific Briefing

3. Extreme CQ Communication (10.00 – 11.30)

Afghan perspectives and cultures (throughout)

From Learned Helplessness to Learned optimism

Reducing insider threat with Cultural Intelligence (CQ)

Extreme communication skills





Extreme

CQ

Negotiation & Communication:

Lessons Learned in Afghanistan

Review of Literature (Public & Restricted)

1st Hand Discussions, Interviews & Reports

Cultural Intelligence (CQ)

Practice & Theory





What do Buzkashi and Aussie Rules have in common?





Buzkashi Rules

‘No teams

No set number of players

No boundaries

No referees, since there are no fouls

The distance between the posts is arbitrary

The game is governed and regulated by its own traditions, by the social context and its customs, and by the implicit understandings among the players.

If you need the protection of an official rule book, you shouldn't be playing.’





The Great Game

Rudyard Kipling it called "the Great Game“: world superpowers tussling for strategic position. Like all jockeying among sovereign nations, this too is a game without rules.

When two unrelated games are in progress on the same field, the players crash into each other and the action gets intertwined.

This has been happening in Afghanistan since the early days of the 19thC.

Each game affects and complicates the other. If you don't realize there are two different games going on, the action will seem inexplicable.





http://usacac.army.mil/cac2/call/docs/12-18/ch_2.asp





AFGHAN PERSPECTIVES AND CULTURE LEARNED HELPLESSNESS (SELIGMAN)

Uncontrollable bad events

Perceived lack of control

Generalised helpless behaviour





AFGHAN PERSPECTIVES AND CULTURE





2013 SURVEY OF THE AFGHAN PEOPLE BIGGEST PROBLEMS FACING THE COUNTRY? SOURCE HTTP://AFGHANSURVEY.ASIAFOUNDATION.ORG/





SHOULD MEN AND WOMEN HAVE EQUAL ACCESS TO EDUCATION? What % do you think would agree?

SHARED VALUES AND GOALS CAUSE FOR OPTIMISM

Strongly agree 43%

Agree somewhat 40%

Disagree somewhat 12%

Strongly disagree 4%

No sympathy 63%





HOW MUCH SYMPATHY DO YOU HAVE FOR ARMED OPPOSITION GROUPS? What % had a lot? What % had none?

Strongly agree 43%

Agree somewhat 40% No sympathy 63%

A lot of sympathy 9%

A little sympathy 26%

SHARED VALUES AND GOALS CAUSE FOR OPTIMISM





In the next five years, will Afghanistan get better or worse?

SHARED VALUES AND GOALS AFGHANISTAN SPEAKS 2014 (30 MARCH) SOURCE: WWW.ALJAZEERA.COM




http://www.aljazeera.com/


SHARED VALUES AND GOALS REASONS FOR OPTIMISM






0

50

100

150

200

250

300

350

400

19

60

19

61

19

62

19

63

19

64

19

65

19

66

19

67

19

68

19

69

19

70

19

71

19

72

19

73

19

74

19

75

19

76

19

77

19

78

19

79

19

80

19

81

19

82

19

83

19

84

19

85

19

86

19

87

19

88

19

89

19

90

19

91

19

92

19

93

19

94

19

95

19

96

19

97

19

98

19

99

20

00

20

01

20

02

20

03

20

04

20

05

20

06

20

07

20

08

20

09

20

10

20

11

20

12

Afghanistan AFG Mortality rate, under-5 (per 1,000 live births)

Australia AUS Mortality rate, under-5 (per 1,000 live births)





Building relationships - earn the people’s trust by talking to them (e.g. exchange selected family background info.; discuss positive common values such as courage, honesty and justice)

Inquire about social dynamics, frictions, local histories, & grievances (but avoid taking sides or voicing opinions on politics or religion)

How to build Optimism?

LEARNING OPTIMISM (SELIGMAN)





LEARNED (BUT NOT BLIND) OPTIMISM





LEARNED OPTIMISM





Applications in Operational Culture- Perspectives from the Field: www.au.af.mil/au/awc/awcgate/usmc/mcu_apps_in_operational_culture.pdf




http://www.au.af.mil/au/awc/awcgate/usmc/mcu_apps_in_operational_culture.pdf


Active listening- cross-check information & get the full story.

Avoid knee-jerk responses based on first impressions or

automatic negative stereotypes.

Invest the time to really listen.

LEARNED OPTIMISM SHARED MOTIVES AND VALUES






‘PRECEPTS FOR COUNTERINSURGENCY’ www.fas.org/irp/doddir/dod/jp3_24.pdf

Support justice and honour. Whenever possible, help people to retain or regain their honour.

Act quickly and publicly to deal with complaints and abuses.

Never allow an injustice to stand unaddressed; never walk away from a

local person who believes he or she has been unjustly treated.

LEARNED OPTIMISM SHARED MOTIVES AND VALUES






INTERCULTURAL STEREOTYPES

DISCUSS IN SMALL GROUPS FOR 3-4 MINUTES: 1. What common stereotypes about Afghan culture you may have seen

or heard of (e.g. news, media, colleagues, film etc.)

2. Stereotypes of Australian culture that Afghans may have about us.









http://www.google.com.au/url?sa=i&source=images&cd=&cad=rja&docid=_f9eKQt4MNqZdM&tbnid=8rlp5Qx-95dhtM:&ved=0CAgQjRwwAA&url=http://www.inkpapermosaic.com/tag/media/&ei=7UypUZOBAoX6iwL024BA&psig=AFQjCNH_Hq7tvTj8FCnOnIRRHDCxsf5QkQ&ust=1370136173070064






http://www.google.com.au/url?sa=i&source=images&cd=&cad=rja&docid=ti7TQgG0uGDduM&tbnid=rGStUl-Ps9zsZM:&ved=0CAgQjRwwADhk&url=http://silverscreensaucers.blogspot.com/2012_09_01_archive.html&ei=0UypUbHLG6GAiALmp4GYAg&psig=AFQjCNE7yeFD7soMWYySU38Y2g00QkpjKA&ust=1370136145494490


STEREOTYPE EXERCISE In groups of 2-3, explain why you Agreeor Disagree × with

the following stereotypes about Australians. Then decide whether you think each stereotype (if true) is likely to be an Asset (A) or Liability (L) - when working in a country like Afghanistan





About Australians:

STEREOTYPE EXERCISE SOURCE: WHEN TEAMS COLLIDE by Richard Lewis

Stereotype × A or L

1. There is no instruction manual for correct social or business

behaviour

2. Semi-Americanised

3. Cheerful, always lively and unpredictable

4. Rough diamonds: Lack the international polish of a Dane or a

Swede

5. Blind to the subtleties of many European and Asian cultures

6. Generous and hospitable

7. Sociable, tolerant of others’ ideas, and fond of compromise

8. May shock others with their irreverence to authority

9. Uncomfortable in hierarchical situations, hates arrogance

10. Protector underdogs (“battlers”), wants a “fair go for all.”

On Australian Communication Style:

11. Informal and “matey”

12. Humorous, direct, no inhibitions

13. Will contradict a colleague openly





Helpful when they are:

Consciously held (vs. automatic )

Accurate (vs. little/no basis in evidence)

A ‘1st best guess’, in the absence of other information than is open to revision (vs. rigid or fixed)

INTERCULTURAL STEREOTYPES SOURCE: ADLER, N (2008) INTERNATIONAL DIMENSIONS OF ORGANIZATIONAL BEHAVIOR





‘Poor hygiene, poor discipline, inefficiency, treachery, thieving, unreliability,

illiteracy, technical incompetence, corruption, lack of motivation, and drug

taking… “

‘… cowardly, incompetent, obtuse, complacent, lazy, pot-smoking,

treacherous and murderous radicals.’

INTERCULTURAL STEREOTYPES ISAF'S ABOUT AFGHAN TROOPS





‘We are infidels and uninvited occupiers of their land, lack cultural

sensitivity, cause civilian casualties, don't know how to control our women -

and disrespect theirs…

… trespass on their property, can't handle hardship, are too regimented,

and are arrogant.

…violent, reckless, intrusive, self-serving, profane, infidel bullies hiding

behind high technology.’

INTERCULTURAL STEREOTYPES AFGHAN’S ABOUT ISAF





“They come here and they look like they are going to fight us,”

said an Afghan soldier at the outpost.

“They are always talking down to us like we are little children.”

THEIR PERSPECTIVES





Body Amour as Metaphor: Can appear dehumanising, implies mistrust- how can you restore trust?

MINIMISING INSIDER THREAT




http://www.google.com.au/url?sa=i&source=images&cd=&cad=rja&docid=XwmThEIITqvBLM&tbnid=7XCpWcItWRneHM:&ved=0CAgQjRw&url=http://futurewarstories.blogspot.com/2013_08_01_archive.html&ei=6coPU6WpH4bRkQXmloDgDA&psig=AFQjCNH5kgPitKllJmFtfTVMrRWjIyU5Yw&ust=1393630313569980


REDUCING INSIDER THREAT THE STATISTICS





In the 19thC Pashtun militia with a good combat record were known to

turn and shoot their British advisers. Many of these incidents were due to

cultural misunderstandings.

Afghans will do anything to protect strict codes governing Pashtun culture.

They are very sensitive to anything perceived to insult their traditions,

religion and values.

Perceived personal, cultural & religious

transgressions can prompt such rage.

INSIDER THREAT IS NOT NEW

SOURCE: WWW.BBC.COM/NEWS/WORLD-ASIA-19633418




http://www.bbc.com/news/world-asia-19633418






OBSERVATIONS, INSIGHTS & LESSONS, OCT.2012

Yelling, swearing & humiliating will greatly aggravate the situation.

Never do this to an Afghan; they have a strong predilection to resort to

violence under these circumstances.

This is driven by the necessity to preserve honour, and violent

retribution is an accepted norm to maintain such honour.

REDUCING INSIDER THREAT INSIDER THREATS- AFGHANISTAN HANDBOOK

Personal Altercation

An Afghan may become belligerent from a disagreement with or a

perceived cultural offence by CF targets.





CULTURAL TRAINING AFGHAN TROOPS MANUAL AND PAMPHLET





Greater respect for local culture & improved treatment of Afghan forces

would minimise the odds of Afghan forces becoming willing to kill their

NATO partners.

There will always be some uncertainty in Afghanistan. But greater

cultural understanding would alleviate some of the tension that

continues to produce violence. (Washington Post 2012)

CULTURAL TRAINING ISAF TROOPS





QAWM

• The basic social unit of Afghanistan that is based on kinship, patron-

client relationships, residence, or occupation.

• It may cross tribal or even ethnic boundaries- more fluid and context

based.

• Typically governed by a ‘jirga’ or ‘shura’ (a council or assembly of

elder males).

AFGHAN CULTURAL KNOWLEDGE






Pashtuns see both the Afghan and Pakistani states as foreign interlopers in their culture area.

The definition of “foreigner” is elastic and rests in the eye of the beholder.

Cultures may differ radically between areas within an insurgent theatre or among different groups in it.

Security forces must work at several cultural levels and understand:

‒ Local cultures

‒ Jihadist organizational culture

‒ Cultural pressure points for tribal and sectarian groups

‒ Cultural triggers for opinion in neighbouring countries, and the culture of foreign fighters





Greetings – ‘Salaam alay-kun’ (peace be upon you) – ‘Alay-kum salaam’ (and

upon you peace) or say ‘hello’

Respect prayer time and other religious practices

Understand approaches to gender: Handshakes, hugs and kisses – only

between same sex

Personal space – expect closer standing/sitting






Don’t show soles of shoe; shoes off in Mosque & houses

Hygiene- nose blowing, washing hands

No back-clapping, pointing fingers, swearing

Ask permission when taking photographs

Offer modest gifts for hospitality






Observance of formalities: titles, protecting honour, follow the lead of

your counterpart

Socialising: drinking tea, sharing food, sharing stories, exchange of small

gifts, sense of humour, flexible with time, accept invitations






SOURCE HTTP://MOD.GOV.AF/CONTENT/MEDIA/DOCUMENTS/61010201294424973553325325.PDF

“Dealing with the insider threat is counterintuitive….

You need to get closer…

talk to them more…

and you need to be in proximity to them”

REDUCING INSIDER THREAT





Break - 7 minutes





BUILDING ON CULTURAL KNOWLEDGE





INTERCULTURAL NEGOTIATION YOUR EXPERIENCES

DISCUSS IN SMALL GROUPS FOR 3 - 4 MINUTES: 1. An example of an intercultural challenge you have experienced,

heard of or expect to experience).

2. What strategies did you use- were they successful? 3. What would you do differently?





INTERCULTURAL NEGOTIATION

http://usacac.army.mil/cac2/call/docs/12-18/ch_4.asp





AVOID ASSUMING:

1. You know all the facts: “Look, it’s obvious that.…”

2. The other side’s motivations are obvious (& maybe not so good for you)

INSTEAD TRY TO BE:

1. Curious: “Help me

understand your situation.”

2. Open to alternative explanations

INTERCULTURAL NEGOTIATION CONSIDER THE BIG PICTURE





AVOID:

3. Making unilateral offers: “Here’s what I’m willing to do.…”

4. Simply agreeing to (or refusing) the other side’s demands

INSTEAD TRY TO:

3. Ask “Why is that important to you?”

4. Propose solutions for

critique: “Here’s a possibility-what might be wrong with it?”

INTERCULTURAL NEGOTIATION INVITE BUY-IN





AVOID:

5. Coercion: “Buying” a relationship

or

Threats: “You’d better agree or else..”

6. Rigid thinking: “I will never agree to that proposal”

INSTEAD TRY TO:

5. Appeal to Fairness:

“What do you think we should do?”

6. Walk in the other’s

shoes: “How can we each explain this to our superiors”

INTERCULTURAL NEGOTIATION BUILD TRUST





You, the colonel go around the room introducing

yourself.

Suddenly, one of the Afghans stood up, pointed at you,

and says (in front of all the other Afghan officers):

“This man is a jerk.”

VIGNETTE EXERCISE SAMPLE VIGNETTE (TRUE STORY!)





VIGNETTE EXERCISE PRACTICING SKILLS

FOR YOUR VIGNETTE, IDENTIFY WHAT SEEMS TO BE HAPPENING WITH RESPECT TO:

a) Heart: Drive, Emotions and Motivations

b) Head: Cultural Knowledge and Strategies

And suggest what you should do:

c) Body: Behaviour and Skills

HEAD

knowledge & strategy

BODY behaviour

HEART drive





Try to Avoid thinking:

Hang about, I’ve left my family behind. I’m deployed and I

don’t need to take this crap!

Or Saying:

“Hey mate, I’m here to help you guys,

but you’re not helping me out here.”

VIGNETTE EXERCISE SAMPLE VIGNETTE CONTINUED





Better to:

‘Bite my tongue and swallow it. I don’t know where he is going with this ...’

But, I understand that to be effective I can never show that I've lost my

temper.

So I say:

“Clearly, you are a wise man, for my wife too thinks I’m a jerk.” Laughter breaks out. . . . Why did the Afghan do what he did?

VIGNETTE EXERCISE SAMPLE VIGNETTE CONTINUED





There is no silver bullet. There is no set way of Afghan negotiation. Much

has to be worked out from and in the context.

Keep it personal. All decisions are based on personal relations. Get to know

them, let them know you. It generates trust, which generates action.

Accept ambiguity. There will often be no immediate answers or even

necessarily predictable outcomes from negotiations.

Put in the time. Time undergirds relationship. You need a lot of time to

establish a friendly relationship with an elder or senior people.

HOW DO AFGHAN & WESTERN NEGOTIATION STYLES DIFFER?





Perspective taking is a

proven strategy for

building empathy &

mutual respect.

INTERCULTURAL SUCCESS:





It’s a complex balancing act.

What key points will you take

away from this session?





SUMMING UP

• Perspective taking: Understand and respect cultural values and context:

honour, trust, justice & effects of generations of trauma (CQ Heart & Head)

• Build your own and others’ optimism (CQ Heart) through 2-way cultural

training/learning

• Reduce Insider Threat by applying CQ to negotiations (Heart/Body/Skills):

finding a ‘3rd Way’

• Do reflective debriefs, even informal chats are a very efficient way to promote all

the above.

HEAD knowledge & strategy

BODY behaviour

HEART drive





SOME FIRST IMPRESSIONS GREETING FROM JALALABAD

We recently received information from LTCOL Robert Simpson, based in Jalalabad

and who only left Australia for Afghanistan a few months ago...





• Diverse cultures & contexts

• Qawm





• Respect, friendship

• Two-way cultural learning

• Humility





• Shared values & motives





SOME USEFUL RESOURCES...





Part 3 – EXTREME CQ NEGOTIATION THANK YOU AND SAFE TRAVELS!

GreatGameEG.mp4




GreatGameEG.mp4

cultural preparation for afghanistan

Education