The International Profiler. Background of The International Profiler WorldWorks International Competency Set The tool – overview of The International.

The International Profiler


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?

Presentation Overview


Cultural Values Focus

CultureSpecific

Individual Generic

Qualities and Competencies

The Rationale for The International Profiler

Background


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 Tool – Why did we do it?

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

Background


PULL COMPETENCIES1. Openness

New ThinkingWelcoming StrangersAcceptance

2. FlexibilityFlexible BehaviourFlexible JudgementLearning Languages

PUSH COMPENTENCIES3. Personal Autonomy

Inner PurposeFocus on Goals

4. Emotional StrengthResilienceCopingSpirit of Adventure

COMMUNICATION5. Perceptiveness

AttunedReflected Awareness

6. Listening OrientationActive Listening

7. TransparencyClarity of CommunicationExposing Intentions

CULTURAL KNOWLEDGE8. Cultural Knowledge

Information GatheringValuing Differences

LEADING ACROSS CULTURES9. Influencing

RapportRange of StylesSensitivity to Context

10. SynergyCreating New Alternatives

International Competency Set


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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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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 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, T-Mobile, 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

Overview of the tool


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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



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



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The tool – how does it work?Forced choice with discretion

Compares each competency with all the others

When travelling abroad I...

a. think about the impression I make on local people

b. adapt to the local ways of doing things

c. actively find out about the country and its people

MOST NEXT

Question 11 of 80

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Example: The model- Elements of Flexible Judgement Definition

Flexible Judgement

Does not judge on first impressions

Maintains adaptable opinions

and avoids fixed stereotypes

Updates assumptions

about people in the light of new

information

Spontaneously restructures knowledge as adaptive response

to changed situationsHolds balanced views about the

relative merits of different cultures



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Potential Advantages Potential Disadvantages

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.

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 model – Implications for low emphasis on Flexible Judgement

LOW SCORES



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Potential Advantages Potential Disadvantages

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)

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

FEEDBACK BOOK – Implications for high emphasis

HIGH SCORES


The International Profiler. Background of The International Profiler WorldWorks International Competency Set The tool – overview of The International.

Documents

international profiler

international context

s of international managers

professionals background

coachee slide

skills development

presentation overview

group training