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.

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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.