Authored by Philippe Rosinski
Information Presented by Kshinté Brathwaite
University of Wisconsin Extension,
Cooperative Extension
Youth Nutrition Education Specialist with
University of Wisconsin – Extension,
Cooperative Extension.
Nutrition Advisor to the Eastern District of the
State (13 counties) which includes coaching
responsibilities for 7 colleagues who coordinate
the Wisconsin Nutrition Education Program in
their respective counties.
UW Extension, Cooperative Extension is
continually exploring ways to improve overall
efficiency and effectiveness throughout the
Coaching Across Cultures as an opportunity to
strengthen our capacity for Coaching
(specifically intercultural coaching reflecting
the acknowledgement of diversity within our
What is Coaching?
- “The art of facilitating the unleashing of
people’s potential to reach meaningful,
important objectives” (Rosinski, 2003)
What is a Mentor?
- “One who draws upon a deep knowledge
base to teach and guide.”
Mentoring is “an important transfer
mechanism for knowledge within
organizations.” (Swap, Leonard, Shields &
Abrams, 2001)
The purpose of both is to motivate others,
Mentoring focuses on the development of the individual
[ex: guidance, direction, acclimation](IMPA, 2009;
Kutilek & Earnest, 2001);
Coaching focuses on the performance of the individual for
the organization [ex: problem solving & skill building]
IMPA, 2009; Kutilek & Earnest, 2001);.
Increase in workplace diversity (Kutilek &
Earnest, 2001)
Pre-empt or manage conflict that often arises
when different cultures come together
(Hofstede & McCrae, 2004).
Increase overall organizational effectiveness by
“focusing on performance improvement,
personal development and unlocking
individual potential” (Hawkins & Smith).
Philippe Rosinski (author and professional
coach) saw a need to focus on the ‘clashes’ that
often arise with the intersection of different
Facilitated a seminar for Professional Coaches
(Executive and Life), functioning as a means of
Peer Learning and Professional Development.
With the specific focus on cross-cultural
coaching, is this something the UW Coop
Extension could use within our organization?
Culture defined as, “The set of unique
characteristics that distinguishes a group’s
members from another group”. (Rosinski, 2003)
A Cultural Orientation is an inclination for
responding in a certain culturally driven way
to a universal challenge (Rosinski, 2003).
Seven categories of universal challenges
referred to throughout the book:
1. Sense of Power and Responsibility
2. Time Management Approaches
3. Definitions of Identity and Purpose
4. Organizational Arrangements
5. Notions of Territory and Boundaries
6. Communication Patterns
7. Modes of Thinking
Source: Fostering Individual and Collective Development Using the Cultural Orientations Framework (P. Rosinski).
Three Categories:
1. Scarce/Plentiful
2. Monochronic/Polychronic
3. Past/Present/Future
Source: Fostering Individual and Collective Development Using the Cultural Orientations Framework, by Philipe Rosinski
A) Scarce – Time is a scarce resource. Manage time
B) Plentiful – Time is abundant. Relax!
Source: Fostering Individual and Collective Development Using the Cultural Orientations
Framework (P. Rosinski.)
What might some challenges be for an
employee whose cultural orientation favors
‘time as scarce’, when s(he) moves into a work
environment which favors ‘time as plentiful?’
How can challenges which arise from the
intersection of culture be anticipated and
addressed to minimize ‘harm’ while
maximizing results?
Over/under-using cultural orientations
Leveraging Culture – Achieving synergy by
realizing/adopting A and B (making the most
of A and B). (Rosinski, 2003)
Examples from current or prior work
environment to share which illustrates conflict
which arose from the intersection of different
cultures, and how you managed to leverage
cultural difference? The outcome?
Hawkins, P. & Smith, N. (2006). Coaching, Mentoring and Organizational
Consultancy: Supervision and Development. England: Open University Press.
Gregory, Kathleen (1983). Native-View Paradigms: Multiple Cultures and
Culture Conflicts in Organizations. Administrative Science Quarterly, 28, 359376.
Kutilek, L. & Earnest, G. (2001). Supporting Professional Growth Through
Mentoring and Coaching. Journal of Extension. 39, 4.
Swap, W., Leonard, D., Shields, M., Abrams, L. (2001) Using Mentoring and
Storytelling to Transfer Knowledge in the Workplace. Journal of Management
Systems, 18, 1, 95-114.
Rosinski, P. (2003). Coaching Across Cultures: New Tools for Leveraging National,
Corporate and Professional Differences. London: Nicholas Brearly Publishing.
Rosinski, P (2009). Fostering Individual and Collective Development Using
the Cultural Orientations Framework (COF) Assessment), In The Routledge
Companion to International Business Coaching, Moral, M & Abbott, G. (eds.).

Coaching Across Cultures - University of Wisconsin