Cultural intelligence has been referred to using many different terms, including global competence, intercultural sensitivity, and cross-cultural communication. In our study we use Ang et al.'s (2007) definition for this construct: "an individual's capability to function and manage effectively in culturally diverse settings" (p. 336). Although several models have been developed to describe this concept (e.g., Bennett, 1986; King & Baxter Magolda, 2005), there are commonalities between them. Many of these models describe a developmental framework where individuals move from earlier to later stages across multiple dimensions of development. These dimensions represent different types of development that combine together to describe a larger construct, allowing for the possibility that individuals may develop along dimensions at different rates (Evans, Forney, Guido, Patton, & Renn, 2010). The current study adopts this developmental perspective on cultural intelligence and measures four different dimensions: Cognitive, Meta-Cognitive, Behavioral, and Motivational. The Cognitive dimension addresses the "knowledge" component of cultural intelligence. Building this knowledge involves developing an awareness of cultural norms, practices, and conventions (Ang et al., 2007). Understanding both the common behaviors of another culture and reasons for these behaviors can improve an individual's ability to interact successfully and respectfully within that culture (Brislin, Worthley, & McNab, 2006). The Meta-Cognitive dimension considers the mental processes used to expand one's cultural understanding. Part of developing cultural intelligence is monitoring and adjusting mental models surrounding cultural norms and practices (Ang et al., 2007). Providing training with reflective prompts to prepare students for interactions that include cultural differences can help individuals begin to develop this skill (Triandis, 2006). The Behavioral dimension describes the ability of an individual to practice appropriate actions when interacting with another culture. Both verbal and non-verbal aspects of behavior are important in adjusting to different cultural settings (Ang et al., 2007). Learning such behavior often requires a combination of training and experience in which individuals actually interact in cross-cultural situations (Triandis, 2006). The Motivational dimension captures the energy an individual devotes to learning about cultural differences and how to work across them (Ang et al., 2007). The magnitude of this energy relates to their expectation of succeeding and value for achievement of a specific task (Eccles & Wigfield, 2002). Thus, an individual's motivational cultural intelligence connects to both their interest and confidence in interacting across cultures.