International Preferences Indicator (IPI)
One of the greatest challenges facing organisations working in a multi-cultural context is how to balance a respect for diversity with the need for consistency. So, how…
• To deal with the need to adapt to a new environment whilst remaining true to your own personal values and beliefs?
• To experiment the unknown and learn about new cultural environments?
• To deal with the unexpected? Putting up with things as they are or trying to change them for the better?
• To find a balance between understanding other people’s meaning and projecting your own intentions clearly?
• To find a balance between being motivated by your own goals and being curious about the different ways of approaching issues?
• To find a balance between a strong, assertive style delivering on commitments and a flexible style adapting to different cultural ways of behaving?
International Preferences Indicator is designed for use in workshops or training sessions where feedback can be provided to a whole group at once and where participants can benefit from peer support sessions.
International Preferences Indicator boosts self-reflection and development planning for groups, which helps:
• Teams identify how they can become more effective when working internationally
• Individuals identify areas for development thanks to the feedback report
• Teams and individuals adopt effective strategies and behaviours in their particular international role and context
When is IPI useful?
The following are some likely contexts in which International Preferences Indicator can be used:
• International projects
• International reorganizations
• Cross-cultural teams
• Companies with international contexts
• Training/support for globalization
• Cross cultural training programmes
• Culture awareness training
• International development programmes
• Management skills training
• General development for high potentials
• Non-judgmental test, results and workshop
• Creating within a few days self-awareness about 10 international skills and 5 international styles
• Allows to identify development areas to achieve excellence or to improve skills with lower focus
• Promoting self-awareness and openness about working in a global environment and not just relying on generalizations about how cultures differ
• Elaboration of a creative action plan with professional suggestions from the practitioner
• Yields rich data for success in cross-cultural environments
Benefits experienced. Improves and boosts:
• Agility when dealing with international stakeholders
• Greater acceptance of any cultural differences and ability to manage them
• Better rapport and understanding within the teams
• Communication skills
• More efficient project management
• Organization hability to identify strengths and gaps regarding its international objectives
• Online intercultural self-awareness questionnaire (15 minutes)
• Individual feedback report about the focus on 10 intercultural skills and 5 international management preferences
• Set of animated cartoons representing the international qualities
• Dynamic feedback workshop (2-4 hours)
• Development Resources Manual with ideas for personal development
• Action plan based on the job objectives
The workshop is a learning journey in the training room to identify and develop key qualities for working internationally. Steps:
• Assessing the success factors of your international job
• Exploring the 10 international skills and rating them for your job
• Peer sharing
• Discovering the IPI results with the focus on the 10 international skills, on the assertive or flexible style (push or pull) and the management preferences
• Identifying which qualities will help the participant to succeed and to avoid failure
• Various case studies
• Action planning