Cultural Intelligence (CQ) and Dallas ISD Reducing Inequities and - - PowerPoint PPT Presentation

Cultural Intelligence (CQ) and Dallas ISD

Reducing Inequities and Enhancing Engagement With Students

About the Cultural Intelligence Center

Who We Are

• Gold Standard in Cultural Intelligence (CQ)

Research, Training & Consulting

• Partner with 100s of PreK-12 Schools, Universities

and Fortune 500 companies

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Why Cultural Intelligence (CQ) and Dallas ISD?

Research Based Approach with Practical Application

Cultural Intelligence (CQ)…

• Research-based approach
• The capability for teachers

and staff to function effectively when teaching and working with diverse students and families

• Measures and predicts cross

cultural performance of teachers and staff

• Can be improved

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CQ Drive Level of interest, persistence, and confidence during multicultural interactions CQ Knowledge Know and understand how cultures are similar and different CQ Action Ability to adapt when relating and working in multicultural contexts CQ Strategy Awareness and ability to plan for multicultural interactions

The Focus and the Team

Workplace and Workforce Culture

CQ Center Racial Equity Office Office of Professional and Digital Learning School Leadership Local Partners

A Collaborative Effort

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Why Cultural Intelligence (CQ)?

Research Based Approach with Practical Application

Without CQ

• Focus limited to

awareness

• Teachers and

staff lack skills to effectively teach and work with diverse students

• Systems and

policies perpetuate inequities

Solution

• Integrated

Approach with Customized Training

• High Impact

Intervention Strategies

• Measuring the

Work

• Building in

Accountability

Outcomes

• Skill development
• CQ Classrooms
• Reduced

Inequities among marginalized students

• Higher and more

effective engagement

• CQ policies and

practices

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Building a System to Support Growth

Expanding Expert Capacity Building Knowledge Maximizing Growth

• Dallas ISD CQ and UB

Certified Trainer Selection Process

• 100 Certified Facilitators

in CQ and UB trained in 19-20 to support a Train- The-Trainer Model

• Individual Online Module

(Action Plan creation) in August

• 3 half day face-to-face

training sessions and coaching between September and January, 2020

• Action Plan

implementation follow up February to May, 2020

• Accountability through

Learning Cycles

• Learn, Implement, Reflect
• Skill Development
• Progress on the Plan
• Pre-Assessment (August)
• Post Assessment to be

completed by January 4, 2020.

Note: The professional learning cycle will be replicated annually until all staff have completed the training.

Note: 100 CQ Certified Training will lead face to face sessions and follow up coaching for up to 5,000 campus staff members and up to 2,000 central

• ffice personnel.

Professional Learning Module Detail

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Campus Staff Central Office Staff

2020-21

CQ and UB Training for: up to 65 campuses or 5,000 people

2021-22

CQ and UB Training for: up to 65 campuses or 5,000 people

2022-23

CQ and UB Training for: up to 90 campuses or 8,000 people

2020-21

CQ and UB Training for: Operations Finance Teaching & Learning Strategic Initiatives

2021-22

CQ and UB Training for: Human Capital Management Communications Chief of Staff School Leadership

Designated Professional Development Days for SY 20-21 for face to face training

• September 25
• October 9 (Sec)/16 (Elem)
• January 4

Designated Professional Development Days Coordinated with each Chief for face to face training

• August
• November
• January

Content Delivery Model

How Will We Measure The Work?

CQ Capabilities Scores

• Drive
• Knowledge
• Strategy
• Action

High Impact Intervention Strategies

• Individual Development Plans
• Customized Resources and

Tools

• Community of Practice

Multiple Data Points

• Pre/Post Assessment
• Aggregate/Disaggregate data

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Data Tracking Dashboard

Program Data, Learning Statistics, etc.

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Questions

Dallas ISD Racial Equity Office