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.
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.
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.