Servant Leadership Profiler
Unlike conventional frameworks that often focus on a single dimension—such as efficiency, authority, or engagement—this tool reflects the interconnected realities of leadership. It measures a leader’s capacity to reconcile competing priorities and adapt to diverse cultural and strategic contexts. By highlighting the importance of servant-leadership principles, it equips organizations with a transformative approach to leadership that drives sustainable performance.
What is this tool?
The Profiler evaluates leadership through the lens of Servant Leadership, focusing on reconciling key dilemmas such as short-term results vs. long-term vision, empowerment vs. structure, and authority vs. collaboration. Providing personalized feedback, it aligns actions with a servant-leadership ethos. Distinctive for its focus on reconciliation, complexity, and culture-neutral principles. It is not just a diagnostic tool but a developmental tool which equips leaders with actionable strategies to navigate diverse challenges and align leadership with long-term, human-centric goals.
What is the purpose?
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.
Diagnostic and Developmental: The tool quickly identifies areas of strength and improvement, empowering leaders to refine their approach in real time.
Integrated Approach: Based on decades of research and consulting expertise, the tool transcends traditional leadership models, avoiding binary assessments to embrace the complexity of modern leadership dilemmas.
Practical Insights: Leaders receive tailored guidance to enhance team cohesion, foster innovation, and achieve organizational goals while staying aligned with values that prioritize people and purpose.
Key Value for the Organization
Promotes adaptability in navigating cultural diversity and organizational complexity.
Aligns leadership behaviors with long-term strategic objectives and core values.
Builds a resilient, people-focused leadership culture that enhances both individual and organizational success.
This tool is not just a measure of effectiveness; it is a roadmap for growth, equipping leaders with the insights needed to excel in today’s rapidly evolving world.
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
Gender for Business Tool
The Gender for Business Tool is based on Fons Trompenaars’ Seven Dimension of Culture model, and is supported by data on the cultures in over 140,000 people representing two genders.
What is the purpose?
There are many differences between men and women. When understanding these differences, the way to reconciliation is much easier.
When should it be used?
The tool can be used to provide a better understanding of gender differences, the reasons for those differences, and most importantly to increase users’ cross-gender management skills, communication and motivation capabilities.
What makes the tool unique?
- Self-learning tool
- Can be used as encyclopedia
- Tips are dependent on delta between the individual score and the gender/country of choice
Free
Included in the Culture for Business Tool
together with the Generation for Business Tool
Generation for Business Tool
Across the globe employees of different generations have diverse, technological capabilities, management preferences and expectations and find themselves at different career stages. These different viewpoints and preferences impact how teams work and managers lead their people.
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?
The Generation for Business Tool provides managers with a better understanding of an detailed information on the differences between generations. It provides managers or anyone who is interested in understanding other generations with specific tips for communications, management, motivating, education and training.
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 generation and country of choice scores.
Compare your profile with other countries.
Free
Included in the Culture for Business Tool
together with the Gender for Business Tool
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.