Leading in Cultural Context

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Leading in Cultural Context How A Leader's Trust and Cultural Intelligence in Multicultural Ministry Teams Impacts Team Effectiveness Introduction The diverse nature of today's board rooms, departments, and teams are evident in ministry teams (Livermore, 2016). This diversity and multiculturalism in teams pose benefits and challenges to the organization. Primarily, the cultural diversity evident in ministry teams could result in gridlock or conflicts among ministry teams and can also be leveraged to tap on the broad ideas, experiences, and viewpoints of a diverse team to drive innovation and growth in an expansive team creative individuals. Leading in the multicultural context requires that ministry leaders develop cultural intelligence to understand the varied and unique cultures in a team and effectively manage the team to drive organizational success.

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The multicultural nature of ministry groups occasioned by globalization and migration of Christians has increased diversity in ministries that had been traditionally homogenous, creating an environment that fosters convergence in places such as churches, thus prompting organizations to adopt a workable strategy that enables an environment where different skillset and differences are accommodated (Gunter, 2018). Hiebert (2008) postulated that building a multicultural team leadership is fundamental in attaining unified goals in organizations and averting possible conflicts. The paper explores how a leader's trust and cultural intelligence in multicultural ministry teams impacts the team effectiveness and achievement of team goals.

Background Regardless of the organization they head, leaders serve as agents of change. The leader is in a position of influence and provides direction to the team to accomplish organizational goals.

The leader proactively develops a shared vision and prepares to counter any anticipated challenges. As evident in their cultural intelligence, the leader's ability to manage change and their approach to guiding a multicultural team are integral in fostering organizational success (Hiebert, 2008). Predominantly, an organization's survival depends on its transformation and aligning its strategy to operate effectively in a multicultural global environment (Gunter, 2018).

For an individual to be regarded as a successful leader, they need to have the competency to work with multicultural teams to foster inclusion for all. Hodge et al. (2020) contend that multiculturalism and leadership in a culturally diverse complex are critical because of the complex nature of global ministry teams. As reflected in previous literature, various leadership teams within the church ministry must be constituted and trained appropriately to derive high functioning and high-performance teams. Most previous studies addressing multiculturalism in church leadership have been targeted to address the inherent challenge in leading these teams.

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There is insufficient documentation on applying cultural intelligence to lead a multicultural ministry team to realize success.

Naidoo (2017) argues that to build a multicultural leadership team to realize the unified goals of an organization, understanding the essential principles of cultural intelligence among team members facilitates the successful guidance of a multicultural team. The research addresses the problem of fostering diversity in multicultural ministry teams and how it impacts team effectiveness. Leaders demonstrate a varying degree of cultural competence. Within diverse, multicultural groups, engagement across cultural boundaries, cross-cultural engagement is a universal occurrence with the increasing globalization in the church ministry. According to Nelson and Luetz (2021), the degree of trust and cohesion in a multicultural team depends on the leader's ability to exercise cultural intelligence and lead the team toward success. Team members in a multicultural ministry setting have varied beliefs, values, and views regarding organizational goals and strategies to attain success. Therefore, the current research contributes to a growing body of knowledge investigating the impact of cultural intelligence and awareness in facilitating the efficiency of multicultural church leadership to exercise openness and inclusion to promote team collaboration to execute their roles effectively.

There is a vast rich of literature examining the phenomenon of multiculturalism in the contemporary church. However, there is a gap in research in terms of investigating how multiculturalism can be leveraged to enhance the success of multicultural ministry teams. The rationale for the research paper is that it addresses multicultural leadership within the church ministry context based on leadership, team development, the ministry, and multiculturalism. The discourse highlights the link between a leader's action of promoting trust in the multicultural team and its impact on overall team effectiveness. There are various ways through which a

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leader's competence in cultural intelligence impacts a diverse team's effectiveness. Therefore, a leader can enhance cohesion in a multicultural team to promote inclusivity and cultural cohesion in a multicultural ministry team.

The Problem of Multiculturalism in Ministry Teams Janzen et al. (2012) note the transformation in modern society and increasing diversity brought forth by the immigration of people and its impact on the church. The contemporary church is confronted with a diversity problem as the immigrant church has been characterized as comprised of people with divergent beliefs and value systems. A leader serving in a heterogeneous change is challenged to incorporate the unique views and values to manage multiple groups effectively. The relative level of immigration and increasing diversity continues to be a reality that the modern church should address by making changes in ministry and leadership to accommodate its congregation's divergent viewpoints and beliefs. The aspect of church unity embodies the element of multiculturalism and diversity, and the website incorporates information on how leaders can have a powerful influence by nurturing cohesion and unity among the diverse teams they lead (Biblical Leadership, 2018).

The multicultural nature of ministry groups occasioned by globalization and migration of ministry groups has increased diversity in ministries that had been traditionally homogenous, creating an environment that fosters convergence in places such as churches, thus prompting organizations to adopt a workable strategy that enables an environment where different skillset and differences are accommodated. Ministry teams with diverse cultures and ethnicities are growing with the increasing bonding of communities, fostering the need for teamwork at the highest level possible to build cohesion and collaboration to achieve set goals. As posited by Mukwavi (2001), the dynamics of leadership in a multicultural church are significantly

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influenced by the multiculturalism faced in the contemporary church. Leaders are confronted with the challenge of bringing together members of a team drawn from diverse backgrounds to conform to standard practice.

Maiden (2019) examined the role of black majority churches and the rise of multiculturalism in the church. The author documents the valuable history of the church in the 1970s amidst growing culturalism and how prejudices and ambivalence characterized the relationship between the historical British-initiated churches and black churches. The evidence of multicultural conflicts in the earlier ministry contexts indicates a deep-rooted problem in the ministry leadership brought forth by multiculturalism. The impending crisis of disputes and misunderstanding engaging leaders to lobby their followers to pursue a common purpose contributed to the emergence and development of cross-cultural ecumenical dialogue in promoting unity in the church. Maiden (2019) notes an increasing interest of liberal white interest in the collective black church to encourage cohesion. Therefore, the complex relationship between race and culture has significantly impacted the church's unity. These dynamics and issues continue to be manifested in the contemporary church context, where ministry leaders are confronted with the challenge of effectively managing church teams (Barron, 2018).

When team members from a variety of cultures converge together under a unified ministry, the barriers between the coexistence of cultures challenge the level of trust and degree of collaboration among team members, affecting the effectiveness of the team and its functioning. The position has been backed by Nagel and Ehrkamp's (2017) study. They established that multiculturalist discourses and practices are integral to social contexts and present a unique problem that ministry leaders should address. According to the Gospel of Matthew, the Bible affirms the need to embrace everyone regardless of their culture, stating that.

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The biblically defined and unified church shuns ethnocentrism that does not consider the beauty and respect for diversity.

“And Jesus came and said to them, "All authority in heaven and on earth has been given

to me. Go therefore and make disciples of all nations, baptizing them in the name of the Father and the Son and of the Holy Spirit, teaching them to observe all that I have commanded you. And behold, I am with you always, to the end of the age” (Matthew 28:18-20).

Nonetheless, ethnocentrism is evident in many ministry teams, which threatens church leaders' effectiveness in their roles and attaining the collective mission of the group. Therefore, leaders need to enhance their understanding of trust and cultural intelligence as they lead a multicultural team accommodating for all.

A diverse and multicultural leadership ministry team is associated with both a low level of trust and cultural intelligence among leaders compared to a ministry team where members have a high level of trust. Cultural intelligence and increased diversity in multicultural church teams raise significant issues that disrupt cohesion and collaboration due to a lack of confidence and collaboration among the team members. Trust among leadership teams is imperative as it improves the performance of these teams and their success in attaining the set goals. In support of this position, Wiersbe (2000) argues that running ministries with fruitfulness and joy can only be achieved if church leaders portray the values of mutual trust and promote the unity of purpose among the team. Ministry leadership teams are challenged when they partner in their roles across cultures. They ought to exercise hospitality and extend it to all members and strive to continually increase their cultural knowledge in fulfilling the Great Commission to lead others to Christ.

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Leaders who tolerate ethnocentrism, cultural prejudices, and stereotyping in teams adversely affect the team's ability to realize the set goals.

As exploring diverse, multicultural ministry becomes a complex yet critical area for leaders, the need to examine how to leverage diversity to achieve team effectiveness has become crucial for leaders (Biblical Leadership, 2018). Failure in multicultural church teams can occur because of a lack of trust and low team intelligence among leaders, making it challenging to realize ministry goals. Therefore, if the ministry team is not unified by exercising cultural cohesiveness, mutual understanding, and trust, there will likely be conflicts and strained relationships among team members.

Leadership Cultural Intelligence, Trust, and Team Effectiveness The research aims to investigate how a leader's exercising of cultural intelligence and building trust impacts leading a multicultural ministry team towards effectiveness and success.

Leaders demonstrate a varying degree of cultural competence and knowledge about managing multicultural teams' fosters team coherence. Cultural intelligence is described as a leader's ability to recognize ad appreciate the unique way of life, belief system, and values upheld by a given community (Livermore, 2016). Burns et al. (2012) advocate for building a sustainable ministry by exercising self-care, emotional and cultural intelligence, and effective leadership and management Janzen et al. (2012) proposed the application of a systems change perspective focused on exploring how immigration occurs, its impact on organizations, and how it can be effective in the contemporary church. Significantly, the full range of immigrant integration in the church has been explored, drawing examples of the need for representation in church leadership and how this is considered in the multicultural church. For example, the author contends that the church

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members be accorded to freedom to participate in collective decision-making in ministry matters and elect officials to represent them to foster inclusion for all. In Genesis, God's plan to fill the earth is grounded on multiculturalism, as evident in His will to have the existence of people with different languages and ethnicities. The cultural mandate as commissioned in Genesis is that “God blessed them and said to them, “Be fruitful and increase in number; fill the earth and subdue it. Rule over the fish in the sea and the birds in the sky and over every living creature that moves on the ground" (Genesis 28:18-20 NIV). Therefore, the commissioning of ministry leaders to embrace inclusion for all is commissioned in the Bible.

Concerning how leaders exercise cultural intelligence and its impact on unity in the church ministry, Ashoff (2008) examined the justification for enhancing policy coherence for development in the church ministry and its contribution to a successful ministry team. In an increasingly globalized world, cultural intelligence will be fundamental in pushing for a sustainable mission team that fosters unity and cohesion in the workplace. An inclusive multicultural church ministry policy is facilitated through coherence. Thereby, the extent to which an organization achieves its goals is based on how the team members work together while being guided by policy.

Hiebert (2008) explores how past changes in behavior and belief in the ministry have been leading indicators in facilitating conversions to foster growth. Nonetheless, the transition in behavior is not adequate to foster an understanding of the role of cohesion. The author validates the importance of cultural intelligence among leaders as he promotes the notion of a compelling biblical mission, which should include a change in the worldview, an integral element to encourage a thriving ministry. The author offers a comprehensive study of worldview, its transition, principles, and characteristics of the church. Leaders' cultural intelligence guides the

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contemporary ministry as it guides the approach missionaries must adopt today, addressing the impact of Christianity and the mission. In the modern church ministry, fellowship among believers is comparable to gathering for coffee after service, which brings a true community of believers together.

According to the Lewis Center for Church Leadership (2022), leaders are agents of change whose role is to influence those they lead to attain organizational goals. Ministry leaders are proactive in anticipating and preparing to counter challenges and control the team to know and understand what is desirable and how they should conduct themselves. The ability of the leader to offer guidance to the team and manage change determines the level of success attained by the teams. Further, organizations realize that the level of success is dependent on the ability of the leader to guide others successfully, especially in a globalized environment where the team comprises members from diverse settings. The position is supported by Ashoff (2005), who contends that the increasingly globalized world influences the demand for a sustainable mission team that fosters unity and cohesion in the workplace. Coherence has been addressed as a significant component of the policy. The extent to which an organization achieves its goals is based on how the team members work together while being guided by policy.

The extent to which a ministry leader can develop an effective multicultural team is dependent on their ability to push for mutual trust and break barriers that hinder cohesion. As outlined by Mayer et al. (2016), one of the critical aspects of effective team development is emotional intelligence and cultural intelligence. The author asserts that these constructs play a significant role in promoting cultural understanding and inclusion in a multicultural setting.

Therefore, leaders can advocate for multiculturalism by supporting interreligious and intercultural understanding in an environment where dialogues and acceptance for others are

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exercised. Multicultural leadership focuses on team dynamics and cultural intelligence to encourage functioning among teams amidst diversity. The development of trust and unity in the team pushes for the goal of change to embrace multiculturalism as a factor to contribute to the team's success. There are great opportunities that can be realized through the collaboration of diverse groups as each member brigs for their ideas and input to enrich the team.

Cultural intelligence is a capacity that transcends beyond a person's cognitive understanding of specific nuances of culture but is focused on their ability to engage other individuals drawn from diverse cultures (Luetz & Green, 2021). Cultural intelligence entails the capability of a leader to function effectively in their mandate when leading culturally diverse teams to accommodate their unique attributes and appreciating their contribution to the interactive dynamic. To this effect, the degree of trust upheld in a multicultural team is correlated with the level of success that the team realizes. When leaders have a shared sense of confidence with the rest of the team members, then there is a high likelihood that the members collaborate in executing assigned mission roles.

Nelson and Luetz (2021) advocate for a positive outlook by team leaders to embrace team members and exercise their culture in a flexible environment. A trusting team leader allows others to be who they are. This is evident in them allowing the multicultural team members to exercise their values, beliefs, and experiences, which fosters innovation and talent in the group.

The authors advance the position that educational institutions have a vital role in helping nurture their student's knowledge skills and attitudes to embrace a diverse workplace that promotes inclusion for all. While advancing the importance of multiculturalism in successfully leading church ministry teams, the authors provide a review of literature related to intercultural

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competence with a specific focus on short terms cross-culture experiences in nurturing intercultural competence among scholars.

The leader has a strong ability to influence how people give meaning to their ethnic, racial, and cultural groups and how this could impact social cohesion. The nature of social identity and group identification has been addressed as significant issues that affect cohesion in groups, how conflicts emerge, and how this, in turn, impacts group efficiency. Group efficiency is about developing shared trust cultural appreciation and collectively working towards realizing the common goal that unites the ministry. Whereas it may not be easy for team members to collaborate owing to their inherent differences, the leader serves a unifying role by bringing the members together to work collectively to attain a common goal.

The development of cultural intelligence among leaders transcends beyond the emotional and intelligent quotient. Embracing diversity is a social interaction process that occurs with cultural intelligence. Therefore, leaders must demonstrate cultural intelligence, which can be derived from training and their experiences interacting and working with other people from diverse cultures. To this effect, Lehmann et al. (2021) investigated the practice of inclusion in the church ministry by examining the church hospitality towards people with mental illness. The investigation aimed to discuss how the leader's exercising of cultural intelligence impacted the congregant embracing of the mentally ill. The church comprises diverse groups regarding race, ethnicity, culture, and even mental ability. The author asserts that mental illness is a prevalent concern affecting the Christian churches in North America. Previous studies on the relationship between mental illness and the church have established that beliefs and practices within the church can stigmatize people with mental illness. Nonetheless, the study showed typical experiences of people with mental illness who have received positive reception in the church,

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suggesting that the concept of hospitality in the church promotes a sense of belonging. Equally, exercising cultural intelligence and embracing multiculturalism and acceptance for diversity and inclusion in the church encourage hospitality for all regardless of their values and beliefs.

In terms of exercising cognitive, cultural intelligence, cognitive knowledge on how to handle cross-cultural encounters determines the leader’s ability to respond to the cultural needs of others responsively (Bridges, 2016). The three levels of cognition that the leader should exercise cultural intelligence have been identified as cognitive CQ, motivational CQ, and cultural CQ. As asserted by Lain (2009), the leader exercises cognitive CQ by realizing that the context of the church is composed of people with diverse beliefs and cultural systems but unified by the body of Christ. Therefore, the author asserts that church leaders can effectively reach different cultures by advocating for common evangelism strategies that consider the plight of each member. The evangelism strategies that the leader adopts should strive to integrate cultures in the church setting by examining the context of three Wesleyan churches effectively reaching their cultures. Besides, the leader exercises motivational CQ as evidenced by their self-efficacy to adjust to cross-culturally engagement. Equally, once the leader is on the need to engage others' cultures, they demonstrate behavioral CQ by reaching out to others and striving to build an inclusive society where all people are appreciated.

Implication for Practice The paper makes a remarkable contribution to the contemporary church ministry, which has been confronted with diversity and uniting varied cultures. Church ministers and leaders within different contexts of religious organizations are struggling to maintain a hospitable work setting amidst the challenge of exercising cohesion to realize the church mission and goals.

Livermore (2016) asserted that the pathway for enhancing cultural intelligence in the ministry is

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founded on its incarnation basis. Embracing and appreciating individuals from diverse teams is a way of lovingly communicating the teachings of Christ and spreading his message of love.

Embodying Christ and his teaching across cultures is a complex and challenging journey.

Nonetheless, we are called upon to become culturally embracing and accessible people to promote Christian fellowship through the doctrine of love.

Successful cross-cultural engagement among team members is evident in the contemporary ministry, but this can only be effectively managed if the ministry leader is equipped with knowledge and skills to accommodate team members with varied views as cultures and act hospitably. It isn't easy to achieve a high-performing multicultural team to attain a unified goal in a multicultural team comprised of individuals with varied views, beliefs, and value systems. Therefore, understanding the integral components of cultural intelligence by the team leader is essential in influencing mutual trust and collaboration among team members (Hiebert, 2008).

Christians have been called to fulfill an evangelism mission and show hospitality by embracing others regardless of their culture. Exercising cultural intelligence is a practical approach towards maximizing unity with the Spirit within the Body of Christ. Leaders have a calling to lead ministry teams amidst the obstacles to multicultural engagement and achieve this goal. They have to recognize the need to seek a greater understanding of the variables that impact the dynamics of leasing multicultural groups. The research reveals the correlation between a leader's trust and cultural intelligence and attainment of the effectiveness of a multicultural ministry ream. The insights derived from the research resonate with the needs of a multicultural ministry team and the challenges they encounter as they strive to accomplish their God-commissioned ministry.

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The research has established a strong link between building leadership trust and cultural intelligence and effectiveness when leading multicultural ministry teams. The knowledge derived from the research significantly enhances awareness of how leaders can exercise confidence, cultural intelligence, and team effectiveness and the need for leadership development initiatives to apply these forces to improve the success of diverse groups. Having established a clear correlation between leadership trust and cultural intelligence and their role in promoting ministry team efficiency, there is a need for leadership teams to implement these dynamics to enhance their functioning and attain their commissioned position. The research applies to all contexts of ministry teams that involve diverse groups drawn from multicultural settings and how they can leverage the innovation and talent among the team members to foster success. The multiculturalism management challenge in multicultural teams has been established as a reality in the modern ministry; thus, leaders should push for a setting where the input of each individual is valued and embraced to realize organizational success. Leaders across different churches should embrace the insights driven from this research to enhance their cultural intelligence to build trust and achieve success in leading the multicultural team.

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