1. The International Profiler

2. 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?

3. Individual Generic Qualities and Competencies
Background
The Rationale for The International Profiler
Cultural
Values Focus
Culture
Specific
Individual Generic Qualities and Competencies

4. The Tool – Why did we do it?
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?”

5. 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

6. PULL COMPETENCIES PUSH COMPENTENCIES COMMUNICATION Openness
International Competency Set
PULL COMPETENCIES
Openness
New Thinking
Welcoming Strangers
Acceptance
Flexibility
Flexible Behaviour
Flexible Judgement
Learning Languages
PUSH COMPENTENCIES
Personal Autonomy
Inner Purpose
Focus on Goals
Emotional Strength
Resilience
Coping
Spirit of Adventure
COMMUNICATION
5. Perceptiveness
Attuned
Reflected Awareness
Listening Orientation
Active Listening
7. Transparency
Clarity of Communication
Exposing Intentions
CULTURAL KNOWLEDGE
8. Cultural Knowledge
Information Gathering
Valuing Differences
LEADING ACROSS CULTURES
9. Influencing
Rapport
Range of Styles
Sensitivity to Context
Synergy
Creating New Alternatives

7. 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

8. 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

9. The tool – Who has used it?
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, 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

10. The tool – how does it work?
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

11. Example: Questions People might say of me that I keep an open mind
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

12. The tool – how does it work?
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...
think about the impression I make on local people
adapt to the local ways of doing things
c. actively find out about the country and its people
MOST NEXT 5 4 3 2 5 4 3 2 5 4 3 2

13. Example: The model- Elements of Flexible Judgement Definition
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
Maintains adaptable opinions and avoids fixed stereotypes
Flexible Judgement
Spontaneously restructures knowledge as adaptive response to changed situations
Holds balanced views about the relative merits of different cultures

14. The model – Implications for low emphasis on Flexible Judgement
Overview of the tool
The model – Implications for low emphasis on Flexible Judgement
LOW SCORES
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

15. FEEDBACK BOOK – Implications for high emphasis
Overview of the tool
FEEDBACK BOOK – Implications for high emphasis
HIGH SCORES
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