I knew that I would need to:
- Speak clearly and slowly, or at least slower
- Make my point using a variety of examples and mediums
- Ask questions to insure understanding
- Keep my eyes open for confused or puzzled looks
- Steer clear of American slang, and
- Ask people whose first language was not English to sit next to those who spoke English well, so they could ask questions about the materials more easily.
We were at the point in the program when I ask participants to share the characteristics of teams they have participated on that were bad experiences. I wanted to create a list of behaviors and indications that a team was not functioning well. These would become a list of things to avoid or watch out for. The suggestions were quickly put on a flip chart: No clear goal, hidden agendas, no training, no support, the wrong members. One person suggested 'too many chiefs' to which another replied 'too many Indians.'
I continued adding to the list until the participants ran out of suggestions and there was no more room on the flip chart pad.
I then said, "Let's talk about this list. What do you notice about our list? Are there any trends? Is there anything that strikes you as you read through these items?" There was some discussion about duplication of ideas, an observation about the role of leadership, and then a gentleman from India raised his hand.
"What does it mean - "Too many Indians?"
A little nervous laughter sifted through the room. I turned to the person who had added the phrase to the list.
"Can you explain what this means?"
There was a little more nervous laughter. It was a supportive environment and it was both a good question and a good opportunity for the group. The objectives for the conference were not just learning about team building; we hoped to become a team as well.
She said, "I didn't mean Indians meaning people from India. I meant Native Americans!" Then realizing that this was not really helping her explanation, she said a little louder, "No wait, that's not exactly what I mean! What I mean is - that I'm getting myself in trouble here. Help!!"
I asked her if I could help her out a little and she nodded "Would you please?!"
"Let me try." I turned to the gentleman who has asked the question. "In this country, there is a phrase people use that means there are too many people trying to lead a group. That phrase is "There are too many Chiefs." It really means that the team has too many people who are trying to be in charge, much like a Chief is in charge of a tribe of Native Americans. In the United States, Native Americans are also known to many as Indians. The opposite of that problem is the problem when no one wants to lead or take responsibility. So that is what it means when someone says 'There are too many Indians."
He smiled and said "In my country, there is no such thing as 'too many Indians!"
Exactly!
In today's hyper politically correct arena, it should be said that the motives underlying the politically correct speech reform are admirable. I do think it is better in today's world to try and eliminate racist, sexist, classist, ageist, pejoratives. But if you use the term 'Black,' rather than 'African American', 'Chairman' instead of 'Chairperson', Disabled' instead of 'Physically Challenged', or "Politically Correct' rather than 'Culturally Sensitive', you are not alone.
The problems of prejudice, racism, inequality, and powerlessness are real. They cannot be truly dealt with unless there is an honest, open dialogue, however messy and hard and even potentially hurtful it may be at times. Making people feel badly for using certain terms is not going to enhance the process of genuine dialogue. Lines are drawn, but often in the sand. And these lines will move, depending on court cases and the political winds of change.
Language serves to bridge the gaps that exist between people. We can't understand each other if our communication is hampered. I think that a little patience and a little humor go a long way to create a better understanding between people. In an organizational culture that encourages learning, it's a reasonable goal.
© Copyright 2007, Daniels & Associates. All Rights Reserved. Contact Joni at joni@jonidaniels.com Joni Daniels is the founder and Principal of Daniels & Associates, and author of POWER TOOLS FOR WOMEN®: Plugging into the Essential Skills for Work and Life published by Three Rivers Press, powertoolsforwomen.com.