Cultural agility is a term employed in talent management to design a complex competency based on skills whose command allows an individual or an organization to perform successfully in cross-cultural situations.[1][2][3] Cultural agility has been conceptualized as an individual's ability to comfortably and effectively work in different cultures (e.g., countries, organizations) and with people from different cultures, national origins, generations, gender, etc.[4] People with cultural agility are able to "build trust, gain credibility, communicate, and collaborate effectively across cultures".[5] The concept appears to overlap with others such as cross-cultural competence and cultural intelligence.[6] The subject has been linked to studying abroad,[7] foreign talent acquisition,[8] immigrants and refugees,[9] career success,[10] sports coaching,[11] leadership development,[12] and global business.[13] Currently, the term is often associated with research carried out by Paula Caligiuri, and a few others like Marisa Cleveland,[14] and Zeinab Shawky Younis.[15] On psychological aspects, the command of cultural agility resources may be facilitated by personality traits like extraversion, openness, and predisposition to novelty seeking, but also by appropriate learning.[16] Self-assessment has been pointed out as a practical approach to evaluate the level of competence reached by cultural agility trainees.[17]
^Caligiuri, Paula (2013). "Developing culturally agile global business leaders". Organizational Dynamics. 42 (3): 175–182. doi:10.1016/j.orgdyn.2013.06.002.