Frequently Asked Questions

Frequently Asked Questions

 
 
 
 
  • What is the difference between global competence, intercultural competence, and global citizenship? Are they all the same thing?

    It is important to recognize that many years of research has been conducted to define the terms used in globalization, and that "intercultural competence," "global competence," and "global citizenship" all have different meanings and scope. As communication and interaction across the globe happens more readily all the time, it is important to have and to utilize clearly defined jargon to increase message clarity and interpretation.

    Intercultural capacity is a subset of global competence, which can also be referred to as "global competency." At the pinnacle of Darla Deardorff's Pyramid Model of Intercultural Competence (2006) is the ultimate intention of treating others the way in which they wish to be treated. Interactions are cross-cultural, meaning exchanges with another culture; however the scope is not across the entire world. Additionally, global competence expands to include additional dimensions such as self-awareness, risk taking, global knowledge, and collaboration. As a model of competence should not include another dimension of "competence," the Global Competence Model™ uses the variant "Intercultural Capability" to reflect this aptitude and avoid confusion.

    Global citizenship imparts a new layer of complexity, and since "global" is part of both terms, it is critical to use the appropriate terminology to communicate one's intentions. Global citizenship is a broad term that encompasses the humanitarian component of taking care of the world and its inhabitants. Global issues such as the environment, the availability of clean water, the spread of HIV/AIDS, world hunger and famine, social justices, etc. are all significant causes that warrant the attention of all citizens of the world. Addressing these important matters effectively often requires additional functional skills and knowledge in fields such as environmental science, engineering, medicine, or nutrition, and such capability is a step beyond global competence. Therefore, global competence is not global citizenship; however, to be a global citizen, one DOES need to be globally competent.

  • There are a lot of assessments available. What makes the Global Competence Aptitude Assessment® (GCAA®) different from the others?

    There are several key distinctions between the GCAA® and other instruments. While other assessments may claim to measure global competence or related capabilities, they are not capturing all the dimensions identified in the research and presented in the Global Competence Model™. The GCAA® is the only instrument that rigorously measures all the dimensions of global competence, as intended by the researchers and reported in refereed journals worldwide.

    In addition, the GCAA® is one of the most widely piloted assessments in the world, as it has been researched in more than 40 countries. As the global competence research population and the GCAA® deployment pilot group included human resources managers in transnational corporations, the instrument measures the skills that employers around the world seek in the workforce.

    The GCAA® is far more insightful and revealing than many assessments that use question repetition or mere self-appraisal, which produce biased results due to participants' personal motivations, fears of judgement, or cultural values. The assessment challenges participants with a wide range of question styles, and most importantly, requires thinking on one's feet, not just static responses.

    Scoring is immediate, and the GCAA® provides an extensive individual Interpretive Profile Report spanning the Internal and External Readiness aptitudes for global competence. The report also includes definitions of all dimensions, scoring and interpretation of the findings, as well as developmental resource suggestions to support growth. Since the participant receives the report directly, there is no costly overhead necessary for training assessment administrators to personally deliver feedback. (If a participant has the resources and access to attend a training session or use a coach, the development professional can instead focus attention on growth areas and targeted improvement.) The report clearly delineates an individual's strengths and growth opportunities across each of the eight components of global competence (which may also be referred to as "global competency") in understandable terms for personal improvement.

  • How long does it take to complete the Global Competence Aptitude Assessment®?

    It takes approximately 30 minutes for most native language speakers to complete the GCAA®. Some participants take a bit longer, so it's best to allot more time rather than less.

  • How quickly can I receive scoring from the Global Competence Aptitude Assessment®?

    You receive scoring immediately after the assessment is completed the assessment online. The individual Interpretive Profile Report is personalized, and it also includes developmental resources to help enhance global competence aptitude. Group metrics are provided immediately as well. We provide a real-time detailed aggregate group scoring and participation activity intelligence as soon as the participants complete the GCAA®.

  • Can I get group metrics to see how all the participants in my organization performed on the Global Competence Aptitude Assessment®?

    We provide real-time group aggregate reporting with breakdown of all participants by whatever demographic subset is useful to you (department, function, class, college, program, etc.). We can provide a variety of comprehensive reports at the aggregate and individual levels, as desired. Individual participant scoring for each of the dimensions of global competence (8 scores) and the overall scores for Internal Readiness and External Readiness (2 scores) are provided in real-time. We can also provide norm comparisons against target peer groups, as well as in-depth intelligence regarding the demographic drivers to performance, as desired.

    As the GCAA® is often used in a pre-test post-test system, we can store your raw data and compare groups' or individuals' scores over time, so that you receive meaningful data to make logical inferences. We want to help you draw valid conclusions so that you can implement actionable strategies efficiently, rather than generate reams of data that are too daunting to put into practice.

  • Is the Global Competence Aptitude Assessment® appropriate for students?

    The GCAA-Student® version has been specifically designed to accommodate students from high school (grades 9 – 12) through undergraduate and graduate school years. To effectively impact all students, including those who are younger, we strongly encourage assessment and training of teaching staff.

  • Can I contact someone to get more information about assessment administration details, placing an order or pricing?

    We would be happy to speak with you directly to answer your questions, after which we can offer organizations or institutions a complimentary GCAA® review before purchase. For your reference, our minimum group order is for 10 assessments (or 25 assessments for educational applications).

    We invite you to contact us for more information: Contact Global Leadership Excellence

  • How can we receive global competence support, such as certification, or training or consultation based on GCAA® diagnostic results?

    More information regarding global competence solutions options is available through our sister organization, Global Competence Consulting. Please visit www.GloballyReady.com for more information: Contact Global Competence Consulting

  • Is there a 360° Feedback option for the Global Competence Aptitude Assessment®?

    PeriscopeIQ, one of the partner companies that formed Global Leadership Excellence, LLC, has one of the most powerful web-based 360° assessment systems on the market, so it is natural to offer a GCAA® 360 option. It is valuable to include an assessment of one's competencies as perceived by others who know an individual well (supervisor, peers, reports, etc.). This is a turnkey process where Global Leadership Excellence/PeriscopeIQ deploys the assessments as a third party, sends reminders and provides technical support. Individuals (and supervisors if the company permits) would receive individual reports. The organization would receive a series of profile reports. All data and reports are stored in an online portal.

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