The International Profiler
The International Profiler
Presentation Overview
Background of The International Profiler
WorldWork’s International Competency Set
The tool – overview of “The International Profiler”
What kind of output does it produce?
What is it?
The International Profiler
Background
The Rationale for The International Profiler
Cultural
Values Focus
Culture
Specific
Individual
Generic
Qualities and
Competencies
The International Profiler
Background
The Tool – Why did we do it?
Identify individual gap “ What do I need personally to be more
effective in an international context?”
Close individual gaps “ What can I DO at a personal level to close
any gaps?”
Understand organizational implications “ How can we find out the
potential skills gaps for a target group of individuals?”
The International Profiler
Background
What makes an individual highly effective in transferring
professional skills to an unfamiliar, cross-cultural context?
Specific quantitative and qualitative research on competencies – e.g.
Ratiu, Myers & Kelley, Ting Toomey, Milton Bennett
The work of cultural ‘gurus’ – e.g. Nancy Adler, Hampden-Turner,
Susan Schneider, Andre Laurent
Our own experience of living abroad, experiencing ‘ culture shock’ and
training 1000s of international managers and professionals
The International Profiler
International Competency Set
PULL COMPETENCIES
COMMUNICATION
1.
5. Perceptiveness
Openness
New Thinking
Welcoming Strangers
Acceptance
2.
Flexibility
Flexible Behaviour
Flexible Judgement
Learning Languages
PUSH COMPENTENCIES
3.
Personal Autonomy
Attuned
Reflected Awareness
6.
Active Listening
7. Transparency
Clarity of Communication
Exposing Intentions
CULTURAL KNOWLEDGE
8. Cultural Knowledge
Information Gathering
Valuing Differences
Inner Purpose
Focus on Goals
4.
Emotional Strength
Resilience
Coping
Spirit of Adventure
Listening Orientation
LEADING ACROSS CULTURES
9. Influencing
Rapport
Range of Styles
Sensitivity to Context
10.
Synergy
Creating New Alternatives
The International Profiler
TIP– what is it?
It is a questionnaire that explores
The relative energy, emphasis and attention professionals bring to
the competency set when involved in transferring their skills to
unfamiliar, cross-cultural contexts
The feedback provides
structured discussion of this energy in light of present or future
international challenges
identification of three or four qualities requiring greater energy in
the future
initiation of a development process involving creation of a
‘Personal Development Plan’ (PDP) by the coachee
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The International Profiler
How you can use The International Profiler
As a platform for coaching your clients, face to face or at a distance
As a way of converting group training into personal development
plans
Provides individual guidance prior to relocation when taking up a
more challenging international role
Acts as a diagnostic for skills development through group training
Supports leadership development
Enables an organisation to focus training expenditure effectively for
people working internationally
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The International Profiler
Overview of the tool
The tool – Who has used it?
Over 5,000 Profilers completed from 100 different countries
There are 765 from UK, 1029 from Germany, 463 US American, 520
from Italy, 211 from France 134 from Mexico and 186 from China.
63% men; 37% women;
52% have lived outside their home culture
Clients include: Cisco, Tesco, AGIP, General Motors, Electrolux, TMobile, Saipem, BP, Beiersdorf, Telecom Italia, Intesa-SanPaolo,
Deutsche Bank, Heinz, Henkel, UBS, Accenture, BG Group,
Continental, Maersk, IVECO, Oxfam, BAe Systems, SSL International,
Shell International, Standard Bank, Zurich Financial Services, Universal
Silencer, MIB Business School etc
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The International Profiler
Overview of the tool
The tool – how does it work?
The questionnaire
80 questions & biographical section
Available in English, French, German & Italian
Average of 40 minutes needed
Web-based
The process
WW licensees: consultants, trainers and HR professionals
Clients complete tool on-line – copy of scored report sent to licensee
Licensee gives feedback to client over telephone or face-to-face (in German,
French, Italian or English)
Client receives development suggestions and completes Personal
Development Plan
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The International Profiler
Overview of the tool
Example: Questions
People might say of me that I keep an open mind
I am proud of the fact that I avoid of judging people on the
basis of stereotypes
The key to working successfully in an international
environment is continuously updating assumptions about people
in the light of experience
The International Profiler
Overview of the tool
The tool – how does it work?
Forced choice with discretion
Compares each competency with all the others
Question 11 of 80
When travelling abroad I...
MOST
NEXT
a.
think about the impression I make on local people
5
4
3
2
b.
adapt to the local ways of doing things
5
4
3
2
5
4
3
2
c.
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actively find out about the country and its people
The International Profiler
Overview of the tool
Example: The model- Elements of
Flexible Judgement Definition
Does not judge on
first impressions
Updates
assumptions
about people in
the light of new
information
Spontaneously restructures
knowledge as adaptive response
to changed situations
Maintains
adaptable opinions
and avoids fixed
stereotypes
Flexible
Judgement
Holds balanced views about the
relative merits of different cultures
The International Profiler
Overview of the tool
The model – Implications for low emphasis on
Flexible Judgement
LOW SCORES
Potential Advantages
Can make quick decisions about people
when necessary
Can tell those whose ‘faces fit’
Can make effective use of instinctive
reactions in familiar environments
May assume the best about others
(especially with high Rapport),etc.
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Potential Disadvantages
Can misinterpret and misevaluate
May avoid people they do not understand
(especially with low Welcoming
Strangers)
Can reinforce overly negative /positive
stereotypes of foreigners (especially with
low Acceptance)
Less likely to consult and be open to
advice from others with different views
(especially with low Active Listening), etc
The International Profiler
Overview of the tool
FEEDBACK BOOK – Implications for high emphasis
HIGH SCORES
Potential Advantages
Keeps learning about others (especially
with high Active Listening)
Revises opinions in the light of new
evidence
Makes informed and balanced
judgments
Able to meet the needs of customers
and partners at deeper levels
Avoids misunderstanding others
(especially with high Attuned)
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Potential Disadvantages
Increased levels of stress resulting from
unfamiliar settings (especially with low
Coping)
May take longer to make commitments
and reach decisions
May fail to trust instincts
Can be taken advantage of