Success Story Culture Change – Zeelandia
The client had three key questions that they would like to see answered:
- Objectively determine whether one of the board members exhibits unacceptable behavior and expresses himself in a way to his direct employees that is not appropriate to our culture.
- Do the members of the Executive Board have the confidence and support within the organization? More specifically with their direct reports, the ManCom, Staff Directors and the MDs of the major (in revenue and profit) countries.
- Are the members of the ManCom, Staff Directors and MDs of the major countries willing and able to successfully realize the desired and necessary changes? The core of the question was whether the strategy deployed is supported by both the ManCom and the employees, as well as the Supervisory Board and shareholders.
Dilemma Scan
What is the Dilemma Scan?
The Dilemma Scan is a simple interviewing tool designed to collect responses from members of the organization on their views and opinions about key issues or dilemmas within an organization.
It is composed by both open and multiple choice or interactive questions. Each Dilemma Scan is tailor-made to the client’s specific environment and to the objectives of the intervention and can be based on many possible themes, such as Communication, Collaboration, Decision Making, Hierarchy etc
What is the purpose?
The Dilemma Scan allows us to anonymously collect and analyze the information from a specific group of respondents to uncover common thoughts, perceptions or concerns. This information allows THT to better tailor its interventions to the specific needs and circumstances of an organization and, thereby, to more quickly engage respondents into meaningful discussions.
When it should be used?
It is used as a pre-work in presentations, workshops or consulting type projects. In addition, the tool may be used to validate findings from interviews, group sessions, or other organizational processes.
The responses can later be analyzed in different ways, such as by division, function, management level etc. The output is provided in the form of a written report or as part of a presentation to the sponsor. If relevant, individual responses and remarks from users can presented in an anonymous way. However, all answers remain confidential.
What makes the Dilemma Scan unique?
- Able to involve a larger group within the organization
- Highlights commonly shared dilemmas of the whole group rather than simple observations of individuals
- Questions tailored to clients needs
- Asks respondents to think about relevant themes and issues before attending an event, thereby extending the period of attention given to the issues at hand
Intercultural Competence Profiler
Intercultural competence describes a respondent’s effectiveness in communicating and working with people having different value systems and behaviors to their own.
Evidence from our extensive research reveals that recognizing and respecting different points of view and the competing demands that thereby manifest leads to a series of dilemmas. Those who have the propensity to reconcile these competing demands makes the operations of their organization more effective. Our Competence Profiler tool is a developmental process measures an individual’s competence in dealing with cultural differences in a manner free of cultural bias, providing immediate insights on the competence components to Recognize, Respect, Reconcile and Realize cultural differences (4R).
It should be noted that intercultural competence is more than having appropriate skills and knowledge, it’s about how you behave and how other people see you. It is available in two versions:
- Self-Assessment only: a personal profile providing feedback on the self perception of effectiveness. It is not intended to be compared to those of others, because we each use different standards to describe ourselves. For many, this version will be sufficient to review one’s own way of working.
- Observers’ version: collecting so called 360 anonymous feedback from co-workers provides an “independent” measure against which you can compare with your own assessment.
What is the purpose?
The ICP offers guidance on how to develop respondents’ intercultural competence in order to improve their effectiveness when working in a multi-cultural environment, by outlining strengths and weaknesses in the different components. It serve as a basis for assessing performance potential.
When should it be used?
By assessing the competence of an individual to effectively reconcile dilemmas, the tool elicits training needs. The tool can be used as a part of a coaching and development process through indicating priority areas leading to personal action plans. It allows also to monitor progress over time on the development of an individual’s intercultural competence to reconcile cultural-related dilemmas.
For personal development
Can be part of a coaching process
To monitor progress over time
What makes the app unique?
Our ICP elicits what one does well and suggests specific areas of focus for personal development, the responsibility for which is assigned to respondents themselves(self-sufficiency).
Special 360º version for extra self assessment
Respondents can also construct their personal development action plan to translate intentions in to actions.
Finally, respondents can complete the ICP again (say after months) to review the progress made.
Linear approach to development versus reconciled approach to development: we encourage the respondent to use DRP (dilemma reconciliation) in his/her personal development, instead of for instance SMART objectives.
The basic principles
Assessment/feedback versus a mirror/reflection of the respondent (and, therefore, we speak of “describing” instead of “scoring”): it is about how the respondent sees him/herself. This way we avoid cultural bias.
Giving advice versus (self-) guiding (reflection questions): we give guidance as to what they can reflect on.
Responsibility for development with coach versus responsibility for development with respondent (self-sufficiency): it is about coaching – the coach helps the respondent in his/her personal development.
“Static” tool versus developmental tool: you can do the tool over time and see the changes.
Linear approach to development versus reconciled approach to development: we encourage the respondent to use DRP in his personal development, instead of for instance SMART objectives.
Intercultural Awareness Profiler
Enhance collaboration, leadership, and success in a global business environment with the Intercultural Awareness Profiler .
Built on a data-rich, proven model, the Profiler measures cultural preferences across seven dimensions—five focused on interpersonal relationships, one on time, and one on the environment. Unlike tools that only scratch the surface, this delivers practical, actionable insights for both individuals and groups, enabling you to apply cultural understanding strategically and effectively.
Based on 20 years of research on Fons Trompenaars’ Seven Dimension of Culture model, the Intercultural Awareness Profiler is a diagnostic questionnaire designed to assess the personal orientation of choices that an individual makes when resolving intercultural business issues. Using a range of diagnostic questions, the questionnaire is able to elicit individual cross-cultural orientations against the Seven Dimensions of Culture model.
What is the purpose?
Understanding your personal cultural profile is the first step to improving performance and driving business results in multicultural environments.
The tool provides:
- Personalized Analysis: A deep dive into your cross-cultural orientation with tailored feedback.
- Flexible Applications: Set up profiles and subgroup analyses by role, function, or other variables.
- Actionable Insights: clarity on group dynamics and alignment with national or organizational cultures.
When should it be used?
The tool can be included in workshops, training or coaching interventions with individuals or groups involved in international projects or context, in order to raise awareness of individual cultural orientation and orientation of the team. Specifically, the personal cultural profiles are regularly used in exercises in (virtual) training programs and coaching to help structure the respondent’s experiences.
What makes the app unique?
Data-driven analysis, flexibility, and practical impact
- the world’s largest living cross-cultural reference database based on globally recognized Seven Dimensions of Culture.
- measurable business outcomes, improving performance and cross-border effectiveness.
Additional information
- Can be used as part of a culture suite.
Organizational Values Profiler
Applications of the Organisational Values Profiler span organizational transformation, leadership alignment, and integration during M&A processes. It focuses on deep cultural dynamics and strategic reconciliation rather than just employee engagement alone. This makes the Organisational Values Profiler a critical tool for organizations navigating complexity and seeking sustainable growth.
What is the Organizational Values Profiler?
The Organizational Values Profiler (OVP) is a web-based, multi-functional instrument that enables respondents to review and examine the degree to which opposite demands are reconciled. The OVP quantifies organizational performance as the result to which 6 conflicting areas are reconciled. It could also identify the starting position (CURRENT) and preference (IDEAL) of the organizational cultural orientations, as perceived by respondents.
What is the purpose?
Diagnoses and reconciles organizational culture differences in transformation, strategic changes, and globalization.
- Approach: Culture-neutral model leveraging a 12-segment framework (based on task/strategy, roles, power, and adaptability).
- Flexibility: Avoids stereotypes; integrates strengths across all quadrants (Family, Incubator, Guided Missile, Eiffel Tower).
The OVP measures organizational performance by assessing reconciliation of six key dilemmas (e.g., people vs. task, short vs. long term). It helps leaders or teams identify perceptions of effectiveness, efficiency, loyalty, learning, leadership, and values, with additional areas customizable for client needs.
When it should be used?
The OVP can be used within a group or organization internally, or with two groups involved in an integration process, allowing the leaders and/or teams to address key identified tensions and prioritize distribution of time and resources. Preferred areas of application are mergers/acquisitions, strategic change, creating a culture of innovation and risk management. The OVP can also be used over time to show the development of the organization’s culture towards the desired state.
What are the core benefits?
Unlike other corporate culture diagnostic tools, the OVP goes beyond simple diagnosis and serves the basis for the reconciliation of the key tensions.
The main benefits are:
- it maximizes participation of managers and leaders by connecting their view points and problems to the wider organization
- it provides a rigorous assessment of key issues rather than assumed needs
- it offers a road map for future action
- it secures engagement with organization/conference/workshop participants.
- Validation Process: Combines qualitative and quantitative methods for reliability.
- Insights: Links cultural health to performance metrics and KPIs.