THT IAP Certification Presentation Day2 7Dec2010


Published on

Published in: Technology, Business
  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

THT IAP Certification Presentation Day2 7Dec2010

  1. 1. IAP CertificationDay 2Barbara BlokpoelRiana van den Bergh6-7 December, 2010Amsterdam
  2. 2. Recap: Objectives for Day 1 • Gain a deeper understanding and background of 7Dimensions of culture model and the Corporate Culture Model • Practice Mapping Cultural Dimensions • Reflect on how our own cultural orientations and how this impacts our work with others What key points or learnings standout from yesterday?
  3. 3. Objectives for Day 2 Today we aim to provide you: • An clear overview of IAP profile and Online system • A broad sense of how to use the IAP profile and supporting materials with your clients • A clear understanding of the features and supporting materials the IAP Online system, as well as the practical logistics of setting passwords up, printing profiles etc.. • Opportunity to demonstrate how you could use the IAP and materials in different scenarios.
  4. 4. Agenda Day 2 – The Intercultural Awareness Profiler (IAP) 09.00 Recap of Day 1 Distribution of IAP profiles IAP supporting materials and features 11.00 Break 11.15 IAP questionnaire and profile – Q&A Technical Aspects of the IAP Online 13.00 ~ Lunch ~ 14.00 Practice / Playback 15.15 Break 15.30 Q&A Fons Trompenaars – background IAP research and development 17.00 Wrap up 17.30 End of program
  5. 5. Intercultural Awareness Profile (IAP)An introduction to the IAP
  6. 6. Intercultural Awareness Profile (IAP): The tool Benefits of the IAP questionnaire • Based on 20 years of research • Active database of over 80,000 managers • Regular testing for continued reliability and validation • Used worldwide • Various methods of administering the questionnaire, depending on client needs • Gets people thinking about the subject of culture and talking with others before they come a program • Model and dimensions fully explained in the book Riding the Waves of Cultures (translated into 14 languages) Can be used in conjunction with the Culture Compass OnLine (CCOL) self-paced, e-learning tool and the Better Business Guide (BBG)
  7. 7. Where does IAP fit in with other THT questionnaire for Individuals?Component Description Application IAP Intercultural Assessment Profiler Personalized feedback report based on comparisons with our cross cultural database Available in several languages Used when assessing consistency with Diagnostic tool corporate values, identity development Self –Assessment No good or bad scores Not for use in selection ICP Interultural Competence Profiler Fully inter-active with online profiles and pdf development reports Training needs analysis Competency assessment tool, and/or basis for prioritizing personal Can be used for 360 development Central to our ICAD learning process PVP Personal Values Profiler Used when assessing consistency with corporate values, identity development . Frequently completed prior to training/conferences. ITI Integrated Type Indicator Training needs analysis, self-awareness and development
  8. 8. THT Intellectual Capital Our cultural intelligence is stored in a number of databases 7 dimensions of culture Intercultural CompetenceIndividual level models Servant Leadership Personal Values Extended MBTI (Personality) Ecological database 65,000 managers in Extended Belbin (Team roles) 100 countries Extended Kirton (Innovation) Team level models Reconciliation of team dilemmas This is our principal Diversity/Inclusion cross-cultural database where the focus is on cross- cultural awareness and training Corporate Culture (4 quadrant model) Extended Corporate Culture (12 Organisation level segment model) models Golden Dilemmas and DRP Corporate values
  9. 9. THT Publications Seven Dimensions Culture for Business – Series 2004 - 2005 1997 2000 Innovating in Organizations 2007 2009 Leadership Mergers & Acquisitions 2010 2001 2008 2009
  10. 10. IAP: example of an individual profile (previously)
  11. 11. IAP: example of an individual profile (new online version)
  12. 12. Key features of New Online processWhich utilities the Online process offers you as a trainer/licensee • Track completions and access/re-create profiles • Profile available immediately as PDF download • Create Group Distribution charts for presenting at training workshop • Dummy profiles • Country profilesFuture developments • Different languages • Function profiles • Industry profiles • Voucher codes
  13. 13. Intercultural Awareness Profile (IAP)Individual 7dimension profile, with personalized feedbacktext
  14. 14. IAP Profile: Part One – 7 Dimension profile • There are no ‘right’ or ‘wrong’ profiles! • We urge you to use your profile as a tool to think about your own cultural preferences, basic assumptions and habitual behaviours and how these are similar to, or different from, the orientations and preferences of others you are in contact with. • Thus, do not be shy to share your profile with others and discuss with them their perceptions as well.
  15. 15. IAP - Individual Culture Maps Self-reflection 1. As you look at your results, were you surprised? 2. What areas confirmed your expectations? Why? Exercise 3. Think of ONE situation/example in the past where your cultural orientation may have influenced your work. -(e.g. organizing meetings, getting your point across, working as a team, negotiation, managing conflict, handling contracts, etc...) - Discuss this example with someone else in the group.
  16. 16. IAP- Discussion in Pairs • What kinds of questions could you ask your partner to see if they are more or less oriented towards individualism than you? • For each question, ask your partner to further explain why they gave the answer they did. • Do this at least 3 times. • What worked well and worked less well?
  17. 17. IAP- Discussion in Pairs Comparing Profiles Pick a different partner - Before you compare your profiles, try to identify one dimension where do you think that the two of your might scores similarly and one where do you think you might be different. Discuss why. In which situations do you think that the two of you might share similar assumptions or work similarly? - How could a different perspective help both of you to be more successful? Find at least one dimension where you are different. What kind of problems might this difference create? - How could the two of you manage these differences?
  18. 18. Your homework examples of cultural incidents In pairs: Discuss one or two of the situations you prepared before you arrived. 1. Referring to both your IAP profile and your situation (or a recurrent challenge you face at work), are there cultural orientations you might have been, or currently be, overusing? 2. Are there cultural orientations you might have been overlooking? 3. What might you have done differently, how might you in the future develop a sustainable and workable approach to this challenge, through creatively integrating different orientations? 4. What will you do differently in the future?
  19. 19. Corporate Culture Organizational culture is shaped not only by technologies and markets, but by the cultural preferences of leaders and employees.
  20. 20. Corporate Culture Egalitarian Incubator Guided missile ORG. CHAOS STRATEGY MBPassion MBObjectives LEARNING PAY FOR PERFORMANCE Person oriented Task oriented NETWORK STRUCTURE Hierarchical MBSubjectives MBJobDescription PROMOTION/ EXPERTISE POWER Family Eiffel tower
  21. 21. National patterns of corporate culture Egalitarian Denmark Norway Switzerland USA Sweden the Netherlands Canada UK Finland Person Task Belgium Hungary Australia Italy Greece Venezuela France Israel Germany Nigeria China South Korea Hierarchical
  22. 22. My Profile: Part Two - Corporate Culture Score
  23. 23. Current versus Ideal Corporate Cultures Size of box is determined by the relative importance you placed on each of the questions
  24. 24. Consulting Program - Guidelines Culture Change programs, using the Corporate Culture Profile • At the team level in a change process. • Use of the Current and Ideal as an indication of the direction group members wish to change. Useful for to start the discussion. In this case, the average can be used. NB: When an element of uncertainty and mistrust exists within M&A projects the use of the CC profile may cause more harm than good.
  25. 25. IAPOnline Supporting Materials:The Better Business Guide (BBG)
  26. 26. Better Business Guide to Intercultural Management (BBG) The BBG is a pocket-sized handbook which provides a summary of the Seven Dimensions of Culture model including practical tips for doing business across cultures. The guide is a quick reference for managers when preparing yourself for international business discussions and also features the four corporate cultures to help identify the types of corporate culture one could encounter within companies.
  27. 27. IAP - Individual Culture Maps Self-reflection Identify one dimension where you score more extreme than the rest (in this case reflect on your NE-AF score). – Look up this dimension in the Better Business Guide(BBG). What might you need to pay special attention to in order to maintain effective relationships with others in your international team? Exercise 4. Think of ONE situation/example in the past where this cultural orientation may have influenced your work. -(e.g. organizing meetings, getting your point across, working as a team, negotiation, managing conflict, handling contracts, etc...) - Discuss this example with someone else in the group.
  28. 28. IAPOnline Features:Group Distribution Charts
  29. 29. Excercise - Group distribution Exercise In a line, try to arrange yourselves according to how you think you scored in relation to the others on the dimension..... Individualism - Communitarianism Without referring to your profiles!!
  30. 30. Individualism - Communitarianism
  31. 31. Reading the IAP Group Distribution chartNumber ofresponses No. of responses in this range (i.e. 5 people answered within this range)Individualsdimensionscore * Actual group scores 6-7December 2010
  32. 32. Reading the IAP Group Distribution charts- the curve The position of the maximumThe shape of the height of the peakcurve is corresponds to the meandetermined by (average) of the group.the spread of theanswers The area under the curve * Actual group scores 6-7December 2010 represents the size of group.
  33. 33. Reading the IAP Group Distribution chart some who are more ascription orientedsome who are moreachievement oriented * Actual group scores 6-7December 2010
  34. 34. Example of a homogenous group * Actual group scores 6-7December 2010
  35. 35. Example of a diverse group * Actual group scores 6-7December 2010
  36. 36. Reading the IAP Group Distribution chart Questions for the group: • Do you recognize yourself in your 7D profile? • Can you place yourself on this graph? * Actual group scores 6-7December 2010
  37. 37. The exception- Time
  38. 38. Time horizon – Past-Present-Future * Actual group scores 6-7December 2010
  39. 39. IAPOnline Features:Creating Different Country Profilesand or ´Dummy` Profiles
  40. 40. Country Profile for France
  41. 41. Country Profile for Belgium
  42. 42. Country Profile for the Netherlands
  43. 43. Country Profile for the UK
  44. 44. Country Profile for South Africa
  45. 45. Exercise• Notice your own country’s position on each of the 7 dimensions and appreciate the comparison with similar and dissimilar nations. Please make notes about your country’s score on each dimension.• Think of experiences you have had that illustrate these comparisons.• Begin reflecting on how this information can help explain some of the experiences you may already have had in dealing with people of other (national) cultures.
  46. 46. Group exercises to test 7D and IAP profiles - ExamplesTV Commercial:Creation of a commercial for a particular kind of profileMarketing strategy:Using the 7 Dimensions of Culture Model, please explain how you would market this Heineken product for one of the countries profiles below.Feedback sessionsPractice giving feedback to someone from with profile X (can be generated for any country in the database, or for a dummy slide)
  47. 47. Dummy IAP Profile
  48. 48. IAPOnline Supporting Material:CULTURE COMPASS ON LINE(CCOL)
  49. 49. Example email that can be setup to send to participant and/or trainer
  50. 50. With rejoin link...
  51. 51. Culture Compass OnLine
  52. 52. Module 1: Welcome
  53. 53. Module 2: Concepts of CultureIntroduction, Layers of Culture, CulturalDimensions, Test yourself
  54. 54. Module 3:Intercultural Awareness ProfilerCLOSED TO YOUR PARTICIPANTS ASTHEY HAVE ALREADY DONE THE IAP
  55. 55. Module 4: Your Cross-cultural ProfileClick on dimension bars forexplanations and definitions
  56. 56. Module 5: Compare your profile toother culturesThe Trompenaars database, Compareprofiles, Country Guides Select one of 55 countries
  57. 57. Module 5: Compare your profile to other culturese.g. What would it mean for me when doing business withJapan or managing in Japan?Click on marker bars for an interpretation for YOU.
  58. 58. Module 6: Country specific dataChoose a country for detailed Country Guides
  59. 59. Module 6: Country specific data Detailed country information per dimension
  60. 60. Module 7: Bridge Culture GapsIntroduction to Reconciliation,Case Studies
  61. 61. Module 7: Bridge Culture GapsTest yourself Case Studies on dealing with dilemmas
  62. 62. Exercise – Using the CCOL Based on what you have so far learned about the CCOL, please think of different scenarios where you could use the tool, and create an exercise for each scenario? • Define the target group and the target situation? • What are the objectives of your exercise? • What kind of materials would you need?
  63. 63. Benefits of the CCOL For participants: Participants are in charge of their own learning Universal access anytime, anywhere Modular learning process Immediate feedback For your clients: • Low set-up costs and speed of deployment • Post-session learning increases reduced cost per individual participant, and overall cost to the company • Reduction of travel requirements for trainers and participants • Stratifying the needs of the different populations and participant groups in terms of learning styles and needs
  64. 64. About the IAPExplanation of the questionnaire and profiles
  65. 65. Distributing the IAP with your participants / clients • When to distribute? • Confidentiality • How to read the profiles
  66. 66. IAP: Issue of confidentiality THT will not: • Store your name or other details together with your profile in our database • Provide your contact details or profile to unsolicited third parties • Your e-mail address will only be used so we can send you a link to your profile so you can access it • We only distribute your profile to the trainer, no other persons will have access to your profile • Should anyone want to access your profile (such as your manager), they will have to obtain your informed, written consent • Respondents are not being assessed. By completing the tool we aim to help people understand how they view the world, and how their view may differ from other people, especially from other cultures.
  67. 67. Using the IAP THT approach to using the IAP Learn to Learn about Learn about work with myself others others Exercise Discussions 7D with IAP IAP Cases Roleplays Exercises Reflections
  68. 68. IAP: the questionnaire • 3 options for questionnaire set • ‘Complete’ or full IAP questionnaire - 57 questions • IAP without CC questions - 43 questions • Alternative IAP questionnaire – 43 Questions •Divided into 9 sections •Relationship between questions and profile ‘scores’ •Forced-choice answers •Language options: French, Dutch, German, Spanish, Japanese
  69. 69. IAP: reading your profile The middle of the bar indicates your specific score, butYour score on UN-PA remember, you have both UNdimension in relation to and PA in you. Your score is notthe our cross culture absolute.database. Average of all country culture in our cross cultural database
  70. 70. IAP: reading your profile Universalism 33 100 0 0 100 Particularism 67
  71. 71. Licensee Support PageVia THT main webpage with password: licenseesupport
  72. 72. Trainer requests an IAP password via Online Support system Trainers access the Licensee support system by going to our website and entering the password: Licenseesupport
  73. 73. Licensee Support Page
  74. 74. Setting up a PasswordVia the Licensee Support PageOr, via the THT main page with password: IAPsetupform
  75. 75. Supply your Licensee Reference Code and go to the Setup form
  76. 76. IAP and CCOL Setup Form Welcome to the IAP and CCOL setup form Depending on your training needs and circumstances for your clients/workshops, the system can be set up in different ways. Please specify below what combination you require for this current assignment. Once you have done so, a password will be set up automatically and will be immediately active. Please note that the IAP questionnaire is being made available in several languages. Users will be able to select which language version they want to use to answer the questionnaire ~ this is intended to help users answer more effectively. However, all subsequent feedback and analysis will be in English. The CCOL is available in English only.
  77. 77. Background Info
  78. 78. IAP Question set
  79. 79. Do you want to be notified when participants submit their answers?
  80. 80. Option 1 - How do the participants access the profile (and CCOL)?
  81. 81. Option 2 - How do the participants access the profile (and CCOL)?
  82. 82. Option 3 - How do the participants access the profile (and CCOL)?
  83. 83. Example email that can be setup to send to participant and/or trainer
  84. 84. Additional Materials
  85. 85. Submit your request
  86. 86. An on screen confirmation, the password has been set up! This is your password Test the password by clicking this link
  87. 87. Sending your participants a passwordPassword: the password is generated through the systemand mentioned in the confirmation screen and confirmatione-mail sent to you.Using a sample instruction template available on the licensee support page,we suggest you send your participants instructions with the password, atleast 3 weeks in advance
  88. 88. Particpant access the IAP Participants receive instructions for the IAP prior to a session. They access the IAP by going to our website Enter their password: (for example) Training240910
  89. 89. Option 1: Profiles to be distributed during the sessionParticipants answer the questionnaire, upon submitting their answers, they see this screen:
  90. 90. Participants are sent a rejoin link that is active from specified date
  91. 91. Options 2: Participants have instant access to their online profileand requested to print off their own profile to take to the session
  92. 92. Downloading and printing personal Profile
  93. 93. Participants are sent a rejoin-link for future re-entering the profile.
  94. 94. Monitoring and Creating IAP profilesVia the Licensee Support Page,Or via the THT home page with the password:IAPonlinetrainer
  95. 95. Monitoring and Printing Profiles
  96. 96. To search monitor responses and retrieve / print profiles Password you used - IAPONLINE31U29K25L
  97. 97. Choose your participant
  98. 98. Click download PDF profile
  99. 99. Creating a name for the profile
  100. 100. Download or print the profile
  101. 101. To retrieve more profiles, click access all profiles
  102. 102. To access more profiles Here you can access all profiles by clicking the links, for saving or printing
  103. 103. Group Distribution chartsPassword: IAPonlinetrainerHow to create Group Distribution charts
  104. 104. Group Distribution Chart
  105. 105. Creating a Group Distribution chart Go to Enter the password: IAPonlinetrainer
  106. 106. Creating a Group Distribution chart Enter the password that you have given to your group (i.e. IAP280710)
  107. 107. Creating a Group Distribution chart You must also download a copy of the Excel sheet that makes the chartsClick on thebutton that (IAPonlinescoregraphics.xls)says Excel.This will createanExcel summarysheet of allparticipantsscores.
  108. 108. Creating a Group Distribution chart Once you have downloaded and saved the TWO Excel spreadsheets you need, you will be able to create the IAP distribution charts. Note that this must have your security settings in Excel to allow the macros to run. N.B. If already running, first close Excel and all open worksheets
  109. 109. Creating a Group Distribution chart Open the saved Excel summary sheet of all participants scores. Delete any test responses (including your own).
  110. 110. Creating a Group Distribution chart Copy the first 11 columns of data containing the participants name and 7D scores.
  111. 111. Creating a Group Distribution chart Enable macros Open IAPonlinescoregraphics.xls and paste the data into the sheet labeled Dimension Scores
  112. 112. Creating a Group Distribution chart Run the macro and a chart of each dimension will be created automatically with the groups data.
  113. 113. Creating a Group Distribution chart Copy/Paste the new charts for the workshop group into your PowerPoint slide. N.B. Always Paste special as windows metafiles or bitmaps in to Powerpoint, never as Excel graphics, as this may prevent PPT running in a strict environment.
  114. 114. Creating a Group Distribution chart Paste it into PowerPoint as an image file. If you paste in it as an excel chart, the macros will be copied and potentially cause serious problems with your slide pack.
  115. 115. Creating a Group Distribution chart Finished!
  116. 116. IAP profilesCreating ‘Dummy’ profilesPassword: iaponlinetrainerCreating “Dummy” profiles
  117. 117. Make your own 7D graphic
  118. 118. Make your own 7D graphic
  119. 119. IAP profilesCreating ‘Country’ profilesPassword: iaponlinetrainerCreating “Country’’ profiles
  120. 120. Retrieve Reference Country Profiles in 7D graphics
  121. 121. Retrieve Reference Country Profiles in 7D graphics
  122. 122. Pictures of key THT persons you may have contact with and theirresponsiblities Carla Boom Marian Mulder Receptionist Finance Languages: Languages: Dutch, English Dutch, English Marjan Vriesman Sanne van den Berge Sonya Nagels THT-IT/Tools THT-IT/Tools THT-IT/Tools Languages: Languages: Languages: Dutch, English Dutch, English, English Spanish
  123. 123. LUNCH
  124. 124. Practice Playback Sessions
  125. 125. Giving Feedback Ground rules for feedback – Hard on the facts, soft on the person. (Combination of specific and diffuse) Elements of feedback – Content: Explanation of IAP and 7 Dimensions – Presence (eye contact, voice, etc) – Engagement with coachee or participants – Time management
  126. 126. Q&A WITH FONS
  127. 127. Wrap-up • Any additional questions? • Does anyone need a taxi? • Feedback forms • Certificates • Books
  128. 128. Thank you for your participationGive man a fish,you feed him for a day; teach him how to fish, you feed him for a lifetime. Laozi