Team Effectiveness Profiler
A transformative tool for organizations in diverse, multicultural environments, this profiler goes beyond traditional approaches by addressing the complexities of diverse, virtual, and specialized teams. By leveraging digitalization, it uncovers cultural differences, identifies key challenges, and highlights recurring dilemmas. It empowers leaders with actionable insights to turn diversity into a competitive advantage and foster collaboration for enhanced team effectiveness.
What is the Team Profiler?
It is an advanced tool designed to enhance team dynamics by identifying and addressing cultural orientation differences within and across teams. By providing insights into the cultural profiles of team members and comparing them against benchmarks, this profiler equips leaders with the knowledge to bridge gaps, manage diversity effectively, and drive better performance.
What is the purpose?
To provide a better understanding of cultural differences in a team, the reasons for cultural differences, and most importantly to increase the team leader’s cross-cultural management and integration capabilities.
Cultural Awareness: Builds awareness of cultural differences within the team and how they influence workplace dynamics.
Cross-Cultural Integration: Helps team leaders and members develop skills to manage and integrate diverse cultural perspectives.
Enhanced Team Performance: Provides practical guidance to optimize job performance, innovation, and bottom-line results in diverse teams.
Key Value for an Organization
The profiler elicits what one does well and suggests specific areas of focus for personal development, the responsibility for which is assigned to respondents (self-sufficiency).
Improves team cohesion and collaboration by addressing the root causes of conflict or misalignment.
Builds cultural competence within teams, making them more adaptable and effective in global or diverse settings.
Drives bottom-line business results by optimizing team performance through better understanding and integration of diverse cultural perspectives.
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 in the team performance.
Responsibility for development with coach versus responsibility for development with respondent (self-sufficiency): it is about coaching – the coach helps the team members with the development of the team.
“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 the team development, instead of for instance SMART objectives.
Culture for Business Tool
Designed for business travellers and international managers, it allows the user to compare their personal cultural profile (and/or with another country and countries your profile is similar to) with all the countries included in the database.
It provides users with detailed information on the differences across national cultures, including specific tips for meetings, management and negotiations. The tool also includes the cultural differences in Generation because to leverage the strength of diversity, one should move beyond nationality by incorporating the multiple layers of values that form perceptions and guide behaviours.
The tool is based on Fons Trompenaars’ Seven Dimension of Culture model and is supported by data on the cultures of over 140 countries.
What is the purpose?
To provide a better understanding of cultural differences, the reasons for cultural differences, and most importantly to increase users’ cross-cultural management, communication and cooperation capabilities.
When should it be used?
It can be used as a self‐learning tool to understand and deal with cultural differences in business, but it can also be used as a culture encyclopaedia. Whenever a cross‐cultural issue appears, this online tool can be used to look for immediate answers.
What makes the tool unique?
Tips are dependent on delta between individual and country of choice scores.
Compare your profile with other countries or country on country. Understand similarities your profile has to other national cultures.
Offers cultural differences in Gender and Generation.
Feature
Future upgrades (start March 2022) include:
- overview of countries close to
your profile - Generation for Business Tool
- Gender for Business Tool
Globalization Index
Unlocking Your Organization’s Global Potential
The Globalisation Index is a powerful tool designed to help organizations reflect on and assess their readiness, motives, and degree of globalisation in today’s interconnected world. Built on Trompenaars Hampden-Turner’s renowned Reconciliation model, the Index provides deep insights into how your organization and its functional disciplines operate across international boundaries.
Motives
The Index encourages respondents to explore the underlying drivers behind their global strategy. What inspires your organization to expand internationally? Whether it is pursuing growth, fostering innovation, or responding to competitive pressures, understanding your motives lays the foundation for sustainable global success.
Readiness
How prepared is your organization to thrive in global markets? The Globalisation Index assesses key elements such as leadership, cultural agility, systems, and structures to determine how effectively your organization can adapt to international demands. Respondents evaluate both the current state and the ideal scenario, offering a roadmap for growth and alignment with global best practices.
Degree of Globalisation
The Index goes beyond readiness to analyze the extent of your global integration. From strategic alliances and mergers to operational systems and corporate culture, the Index examines the tangible actions your organization has taken—and the areas that still require attention—to achieve true globalization.
Supplementary questions allow responses to be cross-referenced with your corporate culture and broader aspects of global business performance and strategy. This unique approach helps uncover actionable insights that drive organizational transformation.
Strategic Applications
The Globalisation Index is particularly suited for:
- Reviewing actual or intended strategic alliances, takeovers, and mergers involving diverse national and corporate cultures.
- Evaluating possible changes to systems, structures, or modes of working to enhance global efficiency.
- Identifying opportunities to align your operations with your organization’s global vision.
- Proven Impact on Business Results
THT research has demonstrated clear linkages between modes of business operation and bottom-line results. By using the Globalisation Index, your organization gains a comprehensive understanding of its global readiness and a roadmap to achieve lasting competitive advantage.
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
Organizational Culture Profiler
There are two main dilemmas at the core of each business, which we use to model the corporate culture. Using this method we can compare different organizations and elicit their dilemmas. We do this using our Organizational Culture Profiler.
What is the Organizational Culture Profiler?
Based on the four culture types model from Fons Trompenaars, the Organizational Culture Profiler is a multi-functional instrument aimed at diagnosing the dominant culture of the organization using 4 typologies:
- Incubator
- Family
- Guided Missile and
- Eiffel Tower.
It is a simple way to capture and benchmark the dominant perceptions of one’s organization in respect of its CURRENT and IDEAL corporate culture and indicates the preferred or envisioned culture in which they would like to work. It focuses specifically on Corporate Effectiveness (towards mission/goals), Efficiency, Loyalty, Learning, Leadership and Values, as well as possible other areas as per the request of the individual client.
What is the purpose?
To define the gap between the CURRENT and IDEAL corporate culture and help identify the dilemmas between how the employees experience the company and how they would like it to be. It helps define the main levers to pull for cultural change. An alternative use is defining the difference between two different organisations or groups of people in an integration process such as in a M&A.
What makes the tool unique?
It makes the shared organizational assumptions explicit. By providing a rigorous assessment of key issues rather than assumed needs, it offers a roadmap for future actions. The profile can be benchmarked against our cultural, industry or sector databases.
When should it be used?
The Organizational Culture Profiler can be used as a pre-assessment for organizational integration or as a means of identifying the areas of an organization that require changing in order to move from the CURRENT to IDEAL corporate culture.It is the ideal tool in the areas of mergers & acquisitions, strategic change, diversity, globalization or other related issues.
Example output graph
Graph Organizational Culture Profiler
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.