Global View 360
Global View is a panoramic version of the International Profiler.
It can be used by individuals wishing to obtain feedback from
international colleagues, clients, friends etc. who have been
able to work with them, or directly observe them working across
international boundaries. It is a powerful way for an individual
to understand the impact that he or she makes on people from
different cultures, as a basis for personal growth and development.
Unlike traditional 360 questionnaires, Global View
does not usually rely on feedback from line managers, peers, direct reports etc.
Instead the user can choose how he or she groups the observers, so that, for
example they may ask for feedback from three Germans, two Americans and two
people from South East Asia if this is who they are working with. The feedback
from these different nationalities can be grouped together, so that the user
will then receive feedback which separately identifies the views of people from
different countries or regions.
The key features of the Global View 360 version of the International
only 55 questions making it quicker and easier to
complete for observers than the more in-depth Profiler;
focuses on the 10 key competencies from the
International Competency set, rather than all 22
provides observers with the opportunity to rate
the 'importance' of certain attitudes/behaviours as they relate to a specific
role or context;
provides a gap analysis in the feedback report,
showing the gap between the level of 'importance' attached to given
behaviours, as compared with the perceived level of performance on the same
users can choose how to group their observers for
two free fields are provided so that observers
can give their own comments;
the individual requesting feedback can send out
questionnaires to the chosen observers, monitor progress and manage the whole
process for himself/herself.
When should Global View to used?
The International Profiler is an in depth tool that
relies solely on self perceptions. It forces people to make choices about where
they put the emphasis when working across cultural boarders. The Global View
questionnaire is simpler in construction as it does not provide forced choice
questions. However, it is more complicated to administer because feedback will
be obtained from 6 - 10 observers.
To provide useful feedback observers need to be
chosen carefully, and we provide detailed advice on the best way to select and
group observers to ensure the most useful results. They should be selected on
the basis that they:
Global View, therefore, is most suitable for people
with considerable international experience and a good network of international
contacts who wish to build their skills at operating internationally by
understanding more clearly how they are perceived by their contacts and
colleagues from other countries.