Licensed to use TIP but still not sure how to incorporate it into your training or coaching programme?
We have put together a series of case studies to demonstrate how TIP can be used effectively in different situations and with a range of clients.
The first is from Laurence Leveque, Director of Ressources et Talents, a French-based company that provides coaching, training and support for companies or individuals facing changes and Kathleen Dameron, Founder of KD Conseil, which has, over the last 20 years, facilitated, coached and trained individuals, teams and groups to foster high performance practices in multicultural companies.
If you would like any help or advice on using TIP, please contact WorldWork on +44(0)20 7486 9844 and speak to a member of our team.
About the Programme:An international bank organised a global leadership training programme with high potentials from all over the world, as part of a path to their next position within the company. Most already had intercultural experience – either they had been expats or already worked intensely with other cultures. TIP was used as part of the programme, in order to achieve the training objectives.
Made up of two sessions, one four-day session in Paris and then, six months later, another three-day session
Participants completed the TIP questionnaire and had a one-on-one, hour-long feedback discussion over the phone before session two
There was a recap of TIP and the competences in session two, then 8-10 participants who scored very highly in certain competences were picked out
The rest of the group chose which of these participants to sit with and they discussed how/why he or she performs so highly in this competence
Participants were provided with elements of Robert Dilts Neuro-Linguistic Programming model for modeling excellence. This improves the quality and usefulness of the questions they ask those who scored highly
Objectives of Using TIP
The participants already had intercultural experience. TIP was good because it focusses on the participants’ personal qualities and skills, not on the new culture they are entering
Using knowledge from those who scored highly in certain competences, those who scored lower could put together an action plan of how they might go about cultivating the competences they wished to develop
TIP highlighted for participants their way of working
Helped participants put their finger on strengths and gaps in their skills that may be required for current and future roles
Through the combination of TIP and NLP modeling, participants were able to understand what enables someone to perform strongly in any given competence
With this knowledge, participants could question whether they shared the same drivers as those who performed strongly and if they did, how to apply them successfully