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.
¿Cuál es el objetivo?
Proporcionar una mejor comprensión de las diferencias culturales en un equipo, las razones de las diferencias culturales y, lo que es más importante, aumentar la capacidad de gestión e integración transcultural del jefe de equipo.
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
Evaluación/feedback frente a un espejo/reflejo del encuestado (y, por tanto, hablamos de "describir" en lugar de "puntuar"): se trata de cómo se ve el encuestado a sí mismo. Así evitamos el sesgo cultural.
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.
Herramienta "estática" frente a herramienta de desarrollo: puedes utilizar la herramienta a lo largo del tiempo y ver los cambios.
· 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.
