The International Profiler Marketing Slides

1. The International Profiler Marketing Slides

2. About Trust

3. About Trust

4. About Trust 14 benefits from high trust levels (1) • Higher levels of collaboration and co-operation • Competitive advantage • More effective in alliances • Improved flexibility • Lowering of co-ordination costs • Increased knowledge transfer • Higher organisational commitment and morale

5. About Trust 14 benefits from high trust levels (2) • Increased productivity • Lower levels of turnover • Improved communication • Greater participation in decision making • Flourishing innovation • Greater support for change initiatives • Higher productivity in virtual team-working

6. About Trust Trust within multi-cultural and/or virtual teams often breaks down

7. 10 impacts of low levels of ‘trust’ on teams:

8. Trust criteria – why it’s harder to trust internationally • Keeps promises 65% • Is a friend 55% • Trusts me 45% • Is a family member44% • Thinks like me 39% • Is well-educated 37% • Shows his/her emotions 31% • Is loyal 31% • Shares my culture 23% • Is open with information 21% • Friend of a friend 20% Pharos Corporation (748 European business people responded)

9. What is the International Team Trust Indicator (ITTI) ? Introduction of the tool • It identifies the 10 criteria that people subconsciously use in deciding whether or not to trust others • It recognises that different cultures have different beliefs about what defines trust • It uses an online questionnaire to measure trust levels and trust gaps within teams • The questionnaire is completed by each team member to identify the behaviours needed to create trust and the degree of trust experienced from colleagues • The results are pooled to provide a detailed report which shows the level of trust within the team • This report is used as the basis for a facilitated group discussion • The team leader and members are helped in taking practical steps to identify and reduce trust ‘deficits’ • See also the ‘International Leader Trust Indicator (ILTI)’, a parallel questionnaire which uses the same 10 trust criteria and gives direct feedback to the team leader

10. How can you use the ITTI ? Introduction of the tool • As a platform for coaching your clients individually and as a team • As a way to develop group training into personalised development plans • To increase the motivation and sense of shared purpose within your team • To prepare for more challenging group assignments • To identify ways to help your group function more effectively • As a support to leadership development

11. Report provides a 360 perspective of trust within the team Introduction of the tool

12. From the published research WorldWork has identified 10 ‘Criteria’ that people use to decide whether to trust Trust Criteria Competence Well-being Compatibility Inclusion Openness with information Goodwill Integrity Accessibility Predictability Reciprocity

13. Trust Criteria Ten trust criteria 1. Competence Trust based on a perception that team members are competent, and so will not let me down • Clear and realistic roles • Can meet high standards • Can meet the challenge of the group role • Reputation for success • Specialist qualification and experience

14. Trust Criteria Ten trust criteria 2. Compatibility Trust based on background, values, approaches, interests and objectives held in common • Shared common purpose and priorities • Common goals stronger than personal agendas • Aligned approach • Shared communication code • Similar education/ background

15. Trust Criteria Ten trust criteria 3. Good Will • Trust based on the belief that other team members are concerned about my overall welfare • Focus on my welfare • Support me • Recognise me • Not opportunistic • Empathise with my issues

16. Trust Criteria Ten trust criteria 4. Integrity • Trust based on the fact that other team members maintain promises and behave towards me in accordance with a moral code • Keeps promises • Perceived as fair • Can manage tough conversations • Team loyalty under pressure • Genuinely team focused

17. Trust Criteria Ten trust criteria 5. Predictability • Trust based on the observation that the behaviour of team members is consistent over time and in different contexts • Exposes the ‘why’ to understand the ‘what’ • Reliable • Consistent over time and contexts • Disciplined • Normative

18. Trust Criteria Ten trust criteria 6. Well Being • Trust arising from the feeling that I have nothing to fear from the other members of the group • Can speak up • No betrayal • Tolerant of divergent opinion • Not dominating • Non judgemental with mistakes

19. Trust Criteria Ten trust criteria 7. Inclusion • Trust based on the observation that other group members are team oriented and include me in their social and work activities • Social and work inclusion • Consult before key decisions • Share credit for success • Welcome my views • Not cliquey

20. Trust Criteria Ten trust criteria 8. Openness with information • Trust based on the fact that other team members share information important to the team proactively and clearly • Transparent info exchange • Available for consultation • Transparent motives • Generous with info • Sensitive info without breaking confidentiality

21. Trust Criteria Ten trust criteria 9. Accessibility • Trust based on the fact that other team members share their true feelings and I can relate to them at a personal level • Emotionally transparent • Emotional investment • Clear about what they care about • Expressing feelings not just thoughts • Invest in personal as well as professional relations

22. Trust Criteria Ten trust criteria 10. Reciprocity • Trust based on the observation that other group members are trusting and co-operative towards me • No favourites • Perception of interdependence • Relies on me and shows vulnerability • Proactive trust in others • No checking up

23. Sample report page Sample Report Page: Questions

24. The ITTI database shows where the trust gaps are Sample report page

25. They are a demanding team for trust Sample report page Bench Marking Scores