Category: Humility

When someone disagrees with you, contradicts your argument, or rejects your ideas, it doesn’t feel so good, does it? Our values and beliefs represent a small glance into our hearts: our personal experiences, our upbringing, our passions. Knowing this, it isn’t so surprising that when our political, ethical, or social ideas are questioned, we tend to get defensive, emotional, or even accusatory. In modern day discussions, whether it be in politics, business, school, or around the dinner table, we seem to have lost the ability to have productive conversation when someone disagrees with us. However, we can learn to move beyond such high-strung reactions, and in doing so create a respectful atmosphere in which we can make progress on issues that matter to us, develop better interpersonal communication skills, and learn to work effectively with those who share differing opinions. Recent psychological and business studies suggest that there is a way to overcome this problem – by developing intellectual humility, and recognizing the benefits of cognitive diversity.

Intellectual humility implies “. . . the lack of intellectual pretentiousness, boastfulness, or conceit, combined with insight into the logical foundations, or lack of such foundations, of one’s beliefs” (Foundation for Critical Thinking). Essentially, it means being able to recognize that some of your beliefs/ideas might be wrong if there is contradictory evidence to prove it. Whether we are working in a group on a project for work or school, talking with someone who holds a different political view than us, or debating economic policies, this principle can help us stimulate productive conversations.

In any one of these given situations, we can first recognize that the “. . . inclusion of people who have different styles of problem-solving . . . can offer unique perspectives because they think differently” (Rouse). This is known as cognitive diversity. To give a real-world example of this principle in application, we can look at Abraham Lincoln and his cabinet of rivals. Going into the presidential election of 1860, the Republican Party had three favorites – William Seward, Salmon Chase, and Edward Bates – but they all lost to Lincoln. More surprisingly, immediately after he was elected, Lincoln “. . . appointed all three of his Republican rivals to his cabinet” and later “. . . added a Democrat as his secretary of war” (Bipartisan Policy Center). Why? Because he believed that “. . . the country needed to have the strongest men, and that he couldn’t deprive it of those talents” (National Archives and Records). Preceding Lincoln, in 1787 a cognitively diverse group passed the Great Compromise, which without, “. . . there would likely have been no Constitution” (U.S. Senate). These are just a few examples of what great things have been accomplished by adopting this mindset.

When I was working on a group project in high school, I too benefited from cognitive diversity. In one of my classes, we were assigned to build and program a robot to perform a variety of tasks. Over the next few weeks, my group brainstormed and consulted until we came to agree on the same type of design. As we built it, we ran into problem after problem, and the deadline for our test drew closer and closer. Instead of seeking help or new ideas from other groups, we persisted in our flawed design until the day of the test finally came. We watched each group go up and attempt the test. Some passed, some failed, and the time came for us to test our design. It failed horribly. Luckily, we were given a few hours after school along with the few other people who had failed to re-design or fix our robot. During those few hours, we finally decided to ask some of the other groups to review our design. Based on their advice (which was quite opposite of what we had planned), we ripped apart our entire project because it had been deemed “too complicated”, and in the next hour, frantically assembled a robot using electrical tape instead of bolts, and relied on what was deemed “ghetto” techniques to hold the rest of our machine together. We passed the test flawlessly.

In the end, my project worked out only because we were forced to accept that our design was flawed. However, we can avoid failures like the ones I experienced by entering interactions with others holding the mindset that cognitive diversity is a strength, not a weakness, especially when coupled with the ability to acknowledge that we are wrong for the greater good – that’s intellectual humility. A study published last year by Harvard Business Review argues that although this diversity might be “. . . uncomfortable, [it is] more likely to lead partners or a team to make progress, innovate, and come up with breakthrough solutions than consensus and “nice” conversations in which people hold back what they think” (Snow). Now, you might be thinking, “If everyone just lets loose with their opinions, isn’t that just going to cause more conflict?” Well, yes, it is, but the next step to developing intellectual humility lies in how we approach the conflict diverse opinions might cause.

Having intellectual humility does not mean just letting other people walk all over you when you try to compromise with them. It is more of the middle ground between stubbornness and indifference. Furthermore, it is acknowledging that our positions may not be the best for the greater good, and either compromising or yielding in such a situation. With the tribalism that takes place in group debates, this is easier said than done. However, there are a few key methods we can use to effectively apply these principles. First, we need to enter the situation with the determination to respect others’ ideas, even if we disagree with them. We need to “. . . assume that everyone’s intentions are good” (Snow), and work together as a team. This means avoiding personal attacks, fallacies, and trying to be “right”. We need to remember that in most group situations we are generally working towards the same goal, albeit from different perspectives. In politics, both sides of an issue usually care about it deeply, but have different ideas of how to effectively achieve it. In group projects, there are likely many good ideas, but not all of them can be implemented. We all want progress. We all want to achieve a certain goal, but if we revert to personal attacks, deception, and fallacies, there will be nothing but gridlock. Therefore, we need to respect others’ opinions, hear them out, and then discuss them respectfully. Let’s avoid the tribalism – the “us versus them” – mindset that plagues so many debates today.

Another crucial part of facilitating intellectual humility comes in controlling the situation. While this responsibility usually falls to a moderator or leader, anyone can do it, and it is essential for keeping the discussion from spiraling into the conceited attacks we’re all too familiar with. We need to “. . . keep [our discussion] about facts, logic, and the topic at hand” (Snow). In order to do so, we need to research our position – from both sides of the argument, filter out our emotional connections, and focus on achieving the end goal. Far too often we make everything about “winning”. While this might be helpful in other facets of life, slamming someone who disagrees with you with biased stats or personal experiences does nothing but widen the chasm between ideas. Instead of focusing on “winning” or “being right”, we can enter discussions knowing exactly where we stand on an issue, and civilly use everyone’s ideas to achieve the optimal solution.

Although intellectual humility can help us to work together better, it has the possibility of damaging the credibility and reputation of an individual due to our cultural mindset that admitting fault is a weakness, particularly from a position of leadership. However, if we can all work on developing these traits, we can replace scorn with success, and impasse with improvement. The diversity that at times causes division can become our strength – however, it can only happen if we each commit to change for the better. I don’t believe that we can all just make the snap adjustment to intellectually humble people, but we can all keep these principles in mind as we approach future engagements with other people. I’m sure we’ve all met that person who refuses to accept that they are wrong even if they have nothing to stand on to support their ideas – let’s not be those kinds of people. Perhaps with time and practice, our culture of chaos will be replaced with unity, progress, and respect.

When I was a child, I’ve been told plenty of times that everyone should know how to be humble. I began asking myself, “What does humility mean?” According to The Chamber’s Dictionary, humility means, “the state or quality of being humble; lowliness of mind; modesty.” After researching the word humility, I began noticing others who express humility in everyday life. Such as someone allowing another person who is in a hurry cut the line in front of them at the grocery store so they can get to where they need to be faster. Someone helping a person whose car broke down by the side of the road. These little acts show great amounts of humility every day. Showing humility in our lives is important because you are being generous, respectful to yourself and others around you, and being selfless.

Etymology of Humility

The word humility first appeared in the early 14th century. Humility originated from the word umelite meaning “humility, modesty, sweetness” in Old French (etymonline.com). The Latin word for humility is humilitatem meaning, “lowness, small stature; insignificance; baseness, littleness of mind” (etymonline.com). Humility is also from Church Latin written as humilis meaning “lowly, humble.” As stated earlier, humility means “the state or quality of being humble: lowliness of mind; modesty” (The Chamber’s Dictionary). From Merriam-Webster’s Thesaurus some of humility synonyms are modesty, down-to-earthness, and meekness. Some antonyms of humility are; cockiness, arrogance, and pride (Merriam-Webster Thesaurus).

Humility Means Being Generous

Generosity takes huge role in humility. Generosity is when you give a helping hand to others when they need it. Such as giving a homeless person some food or change. Donating your possessions to others because they need it more than you do. Offering help to the elderly when they cannot do something. When being generous towards others, the people you help take notice of how much you help others and begin to praise you. However, when you’re being humble, you cannot boast about your achievements to others. According to Everett L. Worthington, being prideful of your actions and yourself is not being humble.

Worthington introduces us to a woman named Rena Canipe. She is, in his words, one of his “Heroes of Humility.” Canipe is a woman who is diagnosed with dementia who dedicated her life into helping others. Canipe did not help others for the sake of being praised, to receive money. She helped because she wanted to, not because she needed to. When asked about what she did in life she responded with, “I’ve never done anything important in my life” (Worthington 5). I believe that Rena Canipe is a perfect example of being humble. As I earlier stated that humility is not being prideful in your actions but giving out a helping hand to others who need it when you want to not because you are forced to do so.

Humility Means Being Respectful to Yourself and Others

Being respectful to yourself and others means you must understand that you’re not overly important in your eyes. Humility is not arrogance. Arrogance is “exaggerating or disposed to exaggerate one’s own worth or importance often by an overbearing manner” (Merriam-Webster Dictionary). You cannot exploit how skilled you are at a certain subject and degrade others who aren’t as skilled. You must understand that others are skilled at other subjects that you are most likely aren’t as skilled in. Therefore, you must not judge people on their abilities and talents. Having down-to-earth views about your skills is crucial when being humble, but this does not mean degrading yourself with self-depreciation. Self-depreciation is “disparagement or undervaluation of oneself” (Merriam-Webster Dictionary).

Vaishali Patel, a registered psychotherapist, explains that self-deprecation is strikingly different than that of humility. She tells an example of someone who is complimenting someone’s talent in making desserts. Patel explains that the self-deprecating response to the compliment is when you point out the mistakes you made when you created the cake. The more humble response, again from Patel, is when you accept the compliment with a “thank you” and understand that the dessert did not meet your expectations, but accept that you can do better with the mental notes you’ve made when creating the dessert next time. However, we are talking about self-image not desserts. The example about desserts is to show how we should handle our self-image. We should not overly criticize ourselves but understand that although we tried our best at a certain subject, we can improve ourselves when we try again.

Humility Means Being Selfless

Selflessness is when a person puts other people’s needs and wants above their own needs and wants. An example of a selfless act, as said in the beginning, is when you give your spot in line to another person who is in a hurry. In this example, you are adding the person’s waiting time into your own so they can leave the store the time you should’ve been leaving. Another example of giving your time away to help other is when you help repair someone who’s car broke down on the side of the road. Time is limited in human life and is considered precious. Giving up that time to others is seen as selflessness. Giving your possessions away to someone who needs it more than you is also selflessness. The antonym for selflessness is selfishness. Selfishness is not a part of being humble. Being selfish is not humility, because you are using others for your personal gain.

Joseph Amoah, author of article titled “The Four Ingredients Of Humility: Selfless”, explains his reasoning on why being selfish is not a part of humility. An act is selfless when you aren’t looking to gain anything; however, an act is selfish when you are looking for something to gain (Amoah 2018). Payment or praise are what people occasionally think about when they do good deeds for others. People who are humble do not want rewards for helping others in need. Amoah explains that helping others is not to gain personally but to help people for their own gain. That you can only help with what you are willing to give (2018). I believe this to be true because you cannot give away things others when you do not have it, but I also believe that we also can give services in place for the things we do not have to give. Such as not having any items that can help make a task easier for someone but help them with their task so they can be finished faster.

Conclusion

Humility, as I have stated earlier, is something everybody can to learn. Humility can be shown in everyday life from the child sharing their toys to the adult giving a helping hand to people who need it. Humility means being generous to the people when they most need it, and not showing pride for your work. Humility means being respectful towards yourself and others, not to degrading yourself or others. Humility means being selfless by giving your services to others when you can, not to be selfish by helping people for praise or money. Learning how to be humble can help you avoid being prideful, degrading, or selfish to other people and with ourselves. Humility is the quality of being generous, respectful, and selfless to ourselves and others.

Humility requires that we see ourselves accurately. We neither value ourselves too low or too high. Humility often encourages us to challenge the forces around us make us feel superior and those that make us feel inferior. Humility is not self-deprecating but an act of emphasizing our own self-worth and dignity, while often calling us to examine and rework poor choices. We desire humility in our companions, friends and neighbors but as a country and as an institution do, we ever seek to be humble? (Do we seek to elect leaders and inform policies that promote humility?) Institutional humility, in this context, means that institutions, like the government, corporations, universities, etc. do not seek total superiority and perfection but are capable of examining their actions and influence in this world and make amends for poor results. Institutional humility requires a group of people to strive to see themselves accurately.

An institution I care deeply about is the United States of America. The U.S. is an incredibly blessed and exceptional country and the government was set up with great care and virtue. From the time the first pilgrims found sanctuary in the U.S. this country was set apart to be a leader and a refuge for this world. The foundation of this country, and institution, is built upon freedom of speech, religion, market and love of your fellow man. There are few other places in this world where people can find so much abundance and safety, so it is very easy to love and adore the U.S. and I am grateful and humbled to be part of this country. Our first president, President George Washington, set a noble example for America when, “In his farewell address, Washington utilized his language to humanize himself as a reminder that he is flawed and vulnerable like everyone else, yet devoted to building a nation future generation could thrive in.” He told the country, that had come to idolize him that if they wanted his advice or his words anymore that they would find them “Under his own fig and vine” meaning he was giving up the glories and responsibility of the office to help our country move forward. This was a great act of humility. This act and the way our government is set up has given our country an enormous amount of humility in power and balances of power. However, there are still ways for us to improve and examine the pride we have in a human institution.

The United States, as an institution, is powerfully known as a refuge for those in need and a place of industry and innovation for many who reside here. This history started, roughly, the 16th and 17th century, when the native people of this land came in contact with explorers from far off countries. As these foreign explorers began to make this land their home and colonize and build upon it the native people, the Native Americans, responded in a variety of ways. Some cooperated with the newcomers and some revolted. Tragically, many were killed in all during this beginning period and many more were killed afterwards. It’s hard to point fingers, as a white woman who heritage is found in Denmark and Whales, because my family sought a place of religious freedom and industry. However, it is, in my humble opinion, time to acknowledge what happened in the beginning and do what we can to repair the damage. Speaking as a Christian, even though the water is murky on how far we can go to right wrongs down by previous generations, this is the time to start trying to do the right.

As a country, we have tried to shy away from the many times and ways the Native Americans have been physically, culturally and economically short changed by their colonizers. Evidence of these difficult dealings are in the reservation system as it still stands. The U.S. government took possession of all the land and then gave the native people small parts of land, often times in harsh terrains like South Dakota’s Pine Ridge Oglalla Sioux and Wyoming’s Wind River, to keep them happy and contained.

There are differing opinions in our country, ranging from whether an apology to the Native American people is necessary or if it is not enough. Every opinion has its place in this country, however, is there a place for recognizing the facts of how the Native people have been treated over the last three centuries? And is there a place for recognizing our wrong doings?

Moving away from past errors, another way to think about America’s need for institutional humility is through looking at the mindset of our President, President Donald Trump. Politics aside, and I do agree with some of his politics, this president has a very brash and unapologetic way of leading this country. Undoubtedly, there are times for a commander and chief to take control and to also stand their ground about specific actions. However, President Trump has not shown throughout the last three years that he is rarely capable of public humility, or institutional humility. And he has shown on numerous occasions that when he is faced with opposing views, rather than talking and acting as an equal he will talk and act as a superior and even at times as an all-knowing man. Calling opposing news, “fake news” and lashing out at opponents with gossip and rude names, President Trump often assumes superiority and pride in place of humility. Again, humility does not insinuate weakness or self-hatred, however, it does require seeing others as being important and as valuable as yourself. But he is not a cause of this trend in America of unfettered arrogance but more he is a symptom on the larger issue. The larger issue being that we are growing more and more incapable of looking to our neighbor over our own self interests. More incapable of apologizing when we are wrong. And more and more incapable of acting in humility.

It should not be overlooked that President Trump has many good leadership qualities! He is a tremendous negotiator, confident in his priorities and dauntlessly authoritative. There are many reasons why he was elected to be commander and chief over this beautiful institution of America. But we can also not afford to overlook that he struggles with arrogance and encourages a mindset, “that rewards dogmatic certainty and punishes those who acknowledge the possible limitations of their own point of view.” We elect leaders as defenders and chiefs but also as examples and defenders of our values. If we want to strive for a country that

The last thing I want to ask you to consider when thinking about our need for institutional humility, especially as a nation, is the speed at which we are going in this day and age. We live in a world where every opinion and idea we have can be validated by the internet in a matter of seconds. America is becoming more and more polarized each year because we are becoming more comfortable with being right rather than listening and researching. A major cause of this desire to be right and the speed at which we are living today is the internet, though, “The internet didn’t create this polarization, but it does speed it up. That’s partly because the analytics that drive the internet don’t just get us more information; they get us more of the information we want.” We are getting used to feeling something, believing something and then only looking in that direction when there are so many sides to most issues. Where is the danger is looking around us and trying to humbly see what others are offering as oppositional ideas? Can we hold our convictions close while still listening to our neighbors and friends’ opinions?

I believe thoroughly in the words of Tolstoy’s, “If everyone fought for their own convictions, there would be no war.” Democratic institutions, like the U.S. will not function if their citizens do not have convictions. People must find out what they believe and fight for their voice to be heard and often understood. But this does not rule out the need for a space, in our democratic institution, for common ground and empathy. It is crucial that there are safe spaces where we can trade ideas back and forth and also where we can apologize for being wrong or hurtful. Teaching our families, students and peers that institutional humility is not only beautiful but possible is something we should work towards.

Introduction

Concepts are a way to classify information; they are essential components from which theory is built. Theory usually explains some aspect of nursing and enables us to make predictions about behavior. The concept analysis process contributes to the development of theory by dissecting the concept and simplifying it in order to bring clarity and understanding. McEwen & Willis, (2014) say that when a concept or term is questionable or needs further clarification in nursing, then a concept analysis is indicated. This helps to clarify ambiguous concepts in theory and to produce scientific, valid, evidence-based results, which are unbiased, and objective. I will analyze cultural humility as it applies to the Nurse Practitioner role. The Campinha-Bacote’s & Fitzgerald approach to cultural humility will be explained. The definition of what cultural humility means to healthcare as well as a literature review will be presented. The defining attributes of cultural humility including the antecedents and consequences will be discussed. No study is truly valid until validity studies are done; the empirical referents will be explained. Application to life of cultural humility will be presented in the form of construct cases, where a model case, a borderline case and a contrary case will be presented. The theoretical application of cultural humility using the latest Campinha-Bacote’s & Fitzgerald approach will be explained. I hope that by the time that I conclude this paper you will be challenged to not just strive for cultural humility, but cultural excellence

Definition

A group of somber looking men, one holding a little green branch of a tree, walk into the intensive care unit. They come up to you and ask you to tell them where the room is where their family member died. They explain to you that this is a ritual they do, to fetch the spirit of their loved one and take it home to rest. Your attitude is humble and respectful, you see that the room is empty, and you allow them to do what they need to do, for closure. You learned something new today, your mind cannot fathom how a spirit can attach itself to a tree branch. As you reflect on this, you tell yourself that you must find out more about this practice. Your behavior fulfilled the definition of cultural humility. Adelstein, (2015) says that cultural humility is a skill every nurse should have. She defines cultural humility as “a lifelong process of self-reflection and self-critique” that permits one to assess what is the same or different from their own beliefs and values. This allows the healthcare professional to recognize their own biases. It helps them to understand the patient’s perspective and health care goals. As a nurse practitioner working with a diverse population one must have cultural humility. In order to better serve the population and achieve the HealthyPeople2020/2030 goals for equitable care for ALL, a nurse practitioner must develop this skill. (healthypeople.gov)

Defining Attributes

The three attributes of cultural humility are: self-awareness, humility and self-reflection. Self-awareness is the ability to understand yourself and why you act and behave the way you do. You must have a good grasp of your own character, what drives you? what motivates you? your passions as well as your flaws. Rasheed, Younas & Sundus (2018) say that when a nurse is self-aware, she is able to develop a “therapeutic nurse-patient relationship”. Self-awareness improves perception, self-regulation, prevents burn out and results in positive outcomes. Methods to improve self-awareness are mentoring, group therapy, performance appraisal and role playing.

The Johari Window is a theoretical model that is used to evaluate self-awareness using four aspects of self: open, blind, hidden and unknown. (Rasheed, 2015).

Humility is not a weakness but a virtue that shows strength in character. The opposite of humility is pride. Clinical humility is when you understand the limits of your own abilities. As nurse practitioners we must be careful not to fall into the trap of “I know it all.” Sometimes being highly educated can cause you to have a prideful attitude, believing that you are better than everyone else. When we practice with humility, it will keep our patient care inspired, realizing that we are just part of the great scheme of life.

Self-reflection is a process of thinking back about what we might have done differently in a nursing situation or what we might have done well. When we examine our own actions, we can see our knowledge gaps. Once you see your own limitations, this inspires you to seek more knowledge on your own, promoting life-long learning. Drick, (2014) calls self-reflection contemplation. She describes this as a process of looking inward to assess your inner wisdom, thoughts, behaviors, experience and values. She comes up with a few practical suggestions of how to self-reflect. She suggests journaling, sitting and gazing, keeping an intuitive log, reflecting on your body and self-care. This is something I plan to implement whilst I am a student, so that once I become a nurse practitioner, self-reflection will be an established practice.

Antecedent and Consequence

Power imbalance is an antecedent in cultural humility. Power imbalance comes in many forms e.g. gender, social, relationship or bullying power imbalance. One of our attributes as nurses is that we do hold a position of power in relation to our patients. This would include one’s professional status as a nurse practitioner with a Master or Doctoral education. The patient on the other end is sick or in pain, lying in bed, fearful and in a position of powerlessness. This feeling of powerlessness is compounded if the patient is a minority, speaks a different language or is an immigrant. Our power as nurses might come from the fact that we have access to private information about a patient and this can cause a power imbalance. Negative implications of power imbalance are helplessness, disinterest in participation for health goals, distrust and communication breakdown.

A consequence of cultural humility would be mutual empowerment. We saw how the nurse-patient relationship is destroyed and there is no trust when there is an imbalance of power. This can be turned around by mutual empowerment. Mutual empowerment is a social process of collaboration between nurses and patients, that allows the patient to have control, act or take part in the decision -making processes of care. Piper, (2014) implies that mutual empowerment is the rebalancing of power in the nurse patient relationship. In order to rebalance power a relationship of trust must be built which will promote a therapeutic nurse-patient relationship. When one communicates respectfully and listens actively with empathy, helps build trust. Self-awareness, by acknowledging your own emotional responses and being unbiased improves cultural humility. When there is mutual empowerment there is a balance of power and the patient becomes more responsible, accountable, determined and is inspired to participate in health goals.

Empirical Referents

The Inventory for Assessing the process of Cultural Competency (IAPCC) and the Cultural Competence Assessment instrument (CCA) are the two empirical referents for cultural humility. Campinha-Bacote’s, (1998) developed The IAPCC it is an instrument that consists of 20 items that measure the constructs of cultural awareness, cultural skill, cultural knowledge and cultural encounters. There are five questions addressing each of the constructs. It is a self-administered test and uses a four-point Likert scale. Completion time is about fifteen minutes. Scores range from 20-80 and indicate the results of the four constructs. This is a validity test, which is an important step in research, because reliable and true results are necessary for evidence-based practice.

The CCA tool was developed by Schim and colleagues. It measures cultural diversity, awareness, sensitivity and competence behaviors among healthcare providers. (Schim, Doorenbos, Miller, & Benkert, 2003.)

• Construct Cases: The construct cases that I will describe have to fulfill the constructs of the theory. I am using the Campinha-Bacote’s & Fitzgerald theory of Competermility which revolves around five constructs: cultural awareness, cultural skills, cultural knowledge, cultural encounters and cultural desires.
• Model case: A model case is like the one I described under the definition. The nurse was culturally aware, she used her cultural skill and knowledge by being respectful, checking to see if it was possible for them to enter the room and then allowing them to do what they needed to do. This cultural encounter was new to her and she desired to know more about this ritual in the context of that culture.
• Borderline Case: A borderline case would be if she used most of the five constructs but omitted one or two. For instance, she would receive the somber men respectfully acknowledging their culture. Allowing them in to do what they need to do, but once they left, she would make a joke about this. This is too strange for her; she is not interested in finding out more about their practice in the context of their culture to get better clarification. She has missed the construct of cultural encounters and cultural desires.
• Contrary Case: In a contrary case most or all the constructs of the theory are missed. The nurse receives the men. She asks them what they need, they explain this to her. She tells them that this has never been done before and, in any case,, it’s been a while since their family member passed and several more people have passed in that room. She is reluctant to let them in the room even though the room is empty. She calls the nursing supervisor in front of the men and tells the supervisor, starting with: “You won’t believe what these people standing in front of me want to do,” The men stand there looking embarrassed but determined. The supervisor chided her and told her to be respectful and let them do what they need to do. She is irritated that the supervisor did not back her, she rudely shows them into the room and tells them to hurry because she is expecting an admission into that room. This example shows that she did not fulfill any of the five constructs for cultural Competermility.

Theoretical Application of the Concept

Campinha-Bacote’s & Fitzgerald (2019) developed a new approach to cultural humility. They have combined cultural competence and cultural humility to one word ‘Competermility.’ This intersectional approach is a conceptual framework derived from Campinha-Bacote’s models of cultural competence. (Campinha-Bacote’s, 2011, 2013) This approach is about healthcare professionals and healthcare organizations continuously working together within the cultural context of a client, family, individual or community. (Campinha-Bacote’s, 2019). In this approach cultural humility guides each of the five constructs of cultural competence from both organizational and individual perspectives. Acronym is ASKED – awareness, skill, knowledge, encounter and desire.

Conclusion

My concept analysis was on cultural humility, I described what a concept was, and I defined the term cultural humility. I did a literature review of six scholarly articles explaining why I used these sources and how they strengthened and supported my discussion. I named and discussed three attributes of cultural humility. I explained an antecedent and a consequence in great detail. Two main validity tools for cultural humility were introduced. I gave examples of cultural humility in practice by sharing a model case, a borderline case and a contrary case. Campinha-Bacote’s & Fitzgerald cultural Competermility theory was applied to the concept of cultural humility. Writing about this concept of cultural humility has challenged me not to just have cultural humility but to have cultural excellence!

“Excellence is never an accident; it is the result of high intention, sincere effort, intelligent direction, skillful execution, and the vision to see obstacles as opportunities “ – Anonymous

References

1. Adelstein, J. (2015). Cultural humility: A lifelong process for professional nurses. Retrieved from digitalcommons.uri.edu: Https://digitalcommons.uri.edu/srhonorsprog/426/
2. Campinha-Bacote’s, J. &. (2019). An intersectionality approach to the process of cultural Competermility- Part II. The Online Journal of Issues in Nursing, 24(2). doi:10.3912/OJIN
3. Campinha-Bacote’s, J. (1998a). The process of cultural competence in the delivery of healthcare services. (Available from Josepha Campinha-Bacote’s PhD, RN, CS, CTN, FAAN, President, Transcultural C.A.R.E.)
4. Drick, C. (2014). Nurturing yourself to enhance your practice. International Journal of Childbirth Education, 29(1), 46-51. Retrieved from https://search-ebscohost.com.chamberlainuniversity.idm.oclc.org/login.aspx?direct=true&AN=awh&AN=9397348&site=eds-live&scope=site (Links to an external site.)
5. Piper, S. (2013). How to empower patients and involve the public. Nursing Standard Journal, 29(4), 37-41. doi:10.7748/ns.29.4.37. e8685
6. Rasheed, S. (2015). Review paper: self-awareness as a therapeutic tool for nurse/client relationships. International Journal of Caring Sciences, 8(1), 211-216.

Are you fun to be around? Can you exercise patience to listen to others? How far are you really to submit to authority or make others feel important? A genuine responds to these questions as simple they appeared to be depicts to a large extent the packages life presents you with.

A good sense of humor rewards you with joy and happiness for yourself and those around you. It spices and lightens up your mood, presenting you with so many pleasures even in the mist of work pressures as well connects you with people around you. This is one of the ingredients persons with a positive approach to issues in life possess. In some cases, Your sense of humor also can reveals some other area of your character unknown to you, in that, when you listen to jokes it shows how patience you are and when you laugh, it shows your level of agreement.

However, you can adequately develop this trait gradually and integrate it into your lifestyle through any of the possible ways: staying around funny people, watching comedy videos, making jokes from your experiences, and always stay off stress. These will help put you on a pace of good sense of humor.

Can you remember that moment when you yell at someone knowing quite well that the person is hurt but you cannot help it because you are behind schedule? Impatient can make you stressed and even expose your health to danger. In addition, it damages relationship with those around you because they see you as someone with poor decision making skills and bad temper. The truth is that, people see you as impulsive, arrogant and insensitive when you are impatient.

Some people are impatient without knowing. However, when you notice any of the following signs, you are experiencing impatience: muscle tension, restless feet, irritability, quick decision or snap, rushing, nervousness, clenching of hand and shallow breathing. These are signs that can make thing go wrong.

“Patience” according to Joyce Meyer “is not simply the ability to wait” she continued “It’s how we behave while we are waiting”.

It’s very wrong to be impatience not only does it hurts those around you, it also put your health in jeopardy. The good news is that you can be the patience person you want to be, here are tips to get on the pace;

1. Identify that you are actuality impatience and note those things that makes you impatience then take suitable approach to handle them if relevant, discard them if irrelevant.
2. Always set your priorities right. Ensure to do away with those things that are not relevant. This helps you to be free from stress and have saves time for important ones.
3. Try to make sure you start your activities earlier enough or before time. If you have an appointment at 2pm, you can get yourself set by 1pm. In addition make yourself to wait. Practice it often, and always tell yourself quietly “I can wait’.
4. When you notice any of the symptoms of impatience, relax and take a deep breath.

You need to understand that being patient is a virtue that is possible to attain if you set out to identify the symptoms and take the workable approaches to tackling impatience provided above. Meanwhile, your quest for sense of humor and patience without humility is only going to be a mission impossible, because you will find it difficult to genuinely learn from others, listen to them, make corrections and implement right measures in relating with people successfully.

Humility is simply the state of being humble which does not in any way show lack of confidence but depicts values for other people’s opinion without self-pride “if there is one thing I have learned on this incredible journey we call life, it is this: the sign of a truly successful individual is humility”. Naveen Jain

From the stated quote above, humility is a quality trait of successful people that has helped them build good relationship. The act of being humble entails that you accept the truth that somehow you have limitations and that others too have something to offer and need to be given a chance. It doesn’t mean lack of confidence, it mean absent of self-pride. Consequently, when humility meets sense of humor and genuine patience in an individual, success is inevitable.

Humility is considered as the act of lowering oneself in relation to others or having a clear perspective and respect for one’s place in the world. It also involves knowing your limits and having appreciation for the intentions, strength, and perspectives of others.

Unlike what some people think, humility is not the same as having low self esteem. A famous way of describing humility is that “it’s not thinking less of yourself, but thinking of yourself less.”

In his book In Humility: An Unlikely Biography of America’s Greatest Virtue, Dr. David Bobb says, “The power promised by humility is the power over oneself, in self-government. But humility’s strength is obscured by the age of arrogance in which we live”.

In other words, humility requires enormous self knowledge, self control, and self esteem. For this reason, it is often paired with leadership.

To be an effective leader, humility is a very important characteristic. It combines several traits that help you ultimately connect to people, and earn their respect. Some think it’s the one defining trait that can make a leader effective.

In our world, we often think of leaders as CEOs or managers, but anyone who takes control over their life to make it better for them and the people around them should be considered a leader.

Humble leaders often acknowledge their own strengths and weaknesses and are open to seeking the advice and counsel of others. By doing this, they are able to learn more from others, grow, and also transform their weaknesses into strengths. At the same time, it helps them use the strengths of others, instead of trying to solve everything themselves.

When done well, everyone around the humble leader can work from his own strength, creating the best result possible.

When leaders are humble, they value their people and also have empathy and compassion towards them. Their subjects are also able to participate in any discussions and seek their advice when in need.

We can all imagine the leader who is not humble in any way and doesn’t take any feedback or criticism. This usually leads to a decline in their effectiveness, as they slowly lose the respect of people.

Humility is being honest with oneself and others too. If a leader can demonstrate honesty and look back to his actions and behaviour, it can provide a tremendous opportunity for personal growth. We can all do the same things in our lives and admit that we all make mistakes and own up to them.

In a famous passage in Matthew 18, Jesus takes a child from the crowd and uses it as an example, saying “whoever takes the lowly position of this child is the greatest in the kingdom of heaven”.

As we grow older, it becomes increasingly harder to see ourselves as less important than others. Jesus used a child as an example exactly because it cannot think of itself more important than others. When you have to listen to your parents, humility is hardly a trait, but more a given.

Humility also helps us overcome conflicts and obstacles in life and thereby create harmonious situations in both our personal and professional lives. The same way arrogance can repel people, humility can bring them closer. Being humble also empowers the people around you. When people are made to feel important, they become capable.

They are able to recognize their own power and confidently embrace it in order to become better people in life. According to Lao Tzu, “to lead people, walk behind them”.

To get a clearer understanding of what humility really is, here are some examples. One of the most famous examples of extreme humility, Mother Theresa, gave up her own life and decided to take care of the sick, poor, and the dying. Her work in India inspired many, and showed people how to make a real difference in the world.

A much lesser known name, Arland D. Williams, Jr., can also be seen as someone who took humility to the extreme. His flight, Air Florida Flight 90, crashed into a bridge after it failed to take off from Washington, D.C.

Only six people survived that initial crash, and they plunged from the bridge into the freezing Potomac River. A helicopter tried to rescue the survivors and hovered above the wreck, where the passengers were holding on for their lives. Every time they dropped a lifeline, Williams hooked up one of his fellow passengers, saving all five of them. Before the helicopter could get him out, the remains of the planes were dragged underwater: Every time the chance for his rescue came, he placed the importance of the people around him higher than his own.

Michelle Obama says that, “We learned about gratitude and humility-that so many people had a hand in our success, from the teachers who inspired us to the janitors who kept our school clean…and we are taught to value everyone’s contribution and treat everyone with respect.”

Nelson Mandela said, ”As I have said, the first thing is to be honest with yourself. You can never have an impact on society if you have not changed yourself…Great peacemakers are all people of integrity, of honesty, but humility”.

Appreciating humility and recognizing it as a combination of qualities can help us respect other people and appreciate everything they do. It also helps us build stronger relationships with those around us.