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  • Do you need to identify and accelerate the development of your current and future global leaders?
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  • Would your business be more successful if individuals, teams and divisions of your organization could work more effectively with colleagues from other cultures?
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  • Would your global organization benefit from a proactive approach to change management and transformation?
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  • Does your organization need to adapt or develop strategies to better motivate, engage and retain valuable global talent?
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ITAP International specializes in global, cross-border consulting. We focus on helping individuals, teams and organizations work across internal and national borders, achieving success through people. We are experts working in multiple countries with extensive line and staff experience in multiple sectors. Our work is based on the best research and the best global practices. Our services focus on:

  1. Talent retention and development
  2. Effectiveness of the senior team and mission critical global teams
  3. Global workforce development
  4. Transformation and change

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ITAP is a licensee of the CWQ™

The Culture in the Workplace Questionnaire™ is based on the seminal cultural research of Dr. Geert Hofstede. ITAP licenses the CWQ™ from ODE Consulting® Pte. Ltd. ODE Consulting and its licensees are among the very few companies worldwide endorsed by Dr. Hofstede and approved to represent his research. According to Dr. Hofstede, "This [approval] is due to their professionalism and deep understanding of my work.”

Culture, what Dr. Hofstede refers to as "software of the mind/mental programming," is a critical variable that guides peoples' actions and reactions. Understanding one's own culture and the impact of culture on the actions of others is essential for effective global business interactions. The Culture in the Workplace Questionnaire™ provides respondents with insights about themselves and a better understanding of how their cultural preferences, as well as the cultural preferences of others, impact working relationships.

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ITAP International offers individuals, companies and organizations the opportunity to license its proprietary tools for internal or client use. Certification is included in the licensing and can be virtual or in person.

Licensing allows:

  • Individuals to apply the tools in their own practice
  • Companies and organizations to manage their own usage (ITAP will train internal "administrators")
  • Certified professionals to access their own projects in order to remind respondents to complete the questionnaire, print out or send pdf copies of the reports, create bar or quadrant charts and access their groups' statistics.

ITAP provides licensing for the following tools:

  • The Culture in the Workplace Questionnaire™ (CWQ) 
  • The Global Team Process Questionnaire™ (GTPQ)
  • The Organizational Team Process Questionnaire™ (OTPQ)
  • The Action Learning Team Process Questionnaire™ (ALTPQ)

Licensing these tools is a cost-effective way for organizations to develop their internal talent. For example, the CWQ can be integrated into existing learning paths. The CWQ is used to address a variety of business problems at the individual, group and organizational levels -- see examples of how ITAP used the CWQ to benefit its clients. Geert Hofstede, one of the founders of the comparative-cultures field, has endorsed the CWQ for training and research.

A CWQ license includes:

  • Access to CWQ system
  • Certification in the CWQ
  • All certified CWQ practitioners have access to research and marketing content for use in their practices.

A Team Process Questionnaire license includes all three instruments under the same license. it also includes:

  • Access to TPQ system
  • Certification in all three instruments
  • All certified TPQ practitioners have access to research and marketing content for use in their practices.

To become certified in the specified instrument(s), an individual must complete the certification program and then, typically, deliver a program or a consulting intervention under the supervision of the master trainer or a senior consultant.

The certification process also includes, in addition to the certification sessions themselves, written work, reading, watching/listening to webinars, and demonstration of competence in analysis of assessment results.


Call +1 215 860 5640 or contact ITAP for more information on licensing and certification.

The Organizational Team Process Questionnaire™ is a derivative of the Global Team Process Questionnaire™. Its form, function, and purposes are in all respects similar to those of the Global Team Process Questionnaire™, except it has been designed to work with teams that are not global or multicultural. It is therefore suitable for all uses with teams that are located within a single country or that are not culturally diverse. In certain cases (for example, with an expatriate team made up of members from a single culture), it may be suitable for other uses.

Clients typically utilize this instrument for one or more of the following purposes:

  1. Repeated applications with a single team over time (typically three to six months between each application) so that the team leader or a facilitator can report on the team's progress toward specific process goals (better communications, clearer understanding of objectives, roles and responsibilities, etc.)
  2. Comparing a team or teams' results with benchmarks developed by ITAP International for teams in the same industry
  3. Comparing teams within the same company with benchmarks developed through the team process questionnaires within the same company
  4. Developing metrics so that team effectiveness may be compared across the same division
  5. Comparing process to output measures to determine in what ways improvement in teams' functioning affects outputs

The administration of the Organizational Team Process Questionnaire™ may also be a part of a Team Analysis and Performance Improvement approach to teams.


Executive Summary Charts

The Executive Summary charts, which show the team’s results on each of the dimensions, highlight the key issues on the team. The Executive Summary barchart includes the team average and team standard deviation (SD) for each dimension, and the overall team average and SD for the core questions is also shown. If this is a Long Report, you also have the option to include Comparison Data. If this is a second iteration or higher, you may choose to include dimension averages from previous iterations. If this is a second iteration or higher in a Long Report, you may choose to include a line chart which shows how the team overall average for all questions has changed over time (This is noted as “#Include Team Average for each question – previous iteration(s)” in the Generate Report options list).

Below are some examples of Executive Summary Charts:



Executive Summary Narrative

The Executive Summary Narrative is written by the Facilitator or Administrator after reviewing and analyzing the rest of the report and all the data. Ideally it should consist of three or four paragraphs that highlight the key successes, challenges and opportunities for the team.

Quadrant Chart (in the report this page is called Diagnosis and is accompanied by an explanatory page called Diagnosis Descriptions).



Individual Question Results

The team average and standard deviation (SD) are displayed for each individual quantitative question. If this is a Long Report, you also have the option to include Comparison Data. If this is a second iteration or higher, you may choose to include question averages from previous iterations.

Here is a first iteration sample:

In the online version of the individual question results, it is possible to sort the questions by Question (default), by SD, and by Average by clicking on the headings at the top of the columns. The printed results are always sorted in the default order by Question.

Here is a second iteration sample with Comparison Data:


 Team Spidergrams

The spidergrams are an excellent diagnostic tool and can serve as a starting point for discussion and analysis in an intervention.  The spidergrams are useful in that they clearly indicate how much agreement or disparity there is among individual team members, i.e., to what extent do each of the team members see things the same way?  The following charts show examples of positive agreement, negative agreement, and disagreement.



 Team Comments for each question and Qualitative Questions

The comments for each question as well as the responses to the Qualitative Questions can help to illuminate the answers given to the quantitative questions.  They can provide explanations for why the quantitative questions were answered they way they were, and often the contradictions can be as illuminating as the observations and rationales. Whether there is agreement or disagreement about a result, the reasons for this may vary, and the comments can help to provide insight and focus as you are analyzing the results and planning an intervention or feedback session.

The spidergrams and comments for each question are presented together. Here is a sample:

The Qualitative Questions are presented at the end of the report, after all the individual spidergrams. Here is a sample:



The first TPQ administration produces the baseline against which all subsequent administrations of the GTPQ can be compared.  The TPQ requires a second iteration, usually more. The second administration is accomplished after a suitable interval, in teams with longevities of a year or more, every three months, typically.  However, every team is different and the team and team leader may want a unique schedule.

Three Types of TPQ Questions

The TPQ Questionnaires include both quantitative and qualitative questions. The total number of questions is usually kept to about 35 to 45, which allows most respondents to answer the questionnaire in about 20 - 30 minutes. It’s important to understand one of the unique features of the TPQ Questionnaires -- the three types of questions.

Core Questions:  Core questions are normally not modified unless the question for some reason could not be answered by the team.  There are qualitative and quantitative core questions. The quantitative core questions have been used frequently over time and a database of responses has been acquired.  These questions have almost always (except for new questions) been correlated with the dimensions to create the questionnaire’s Executive Summary Charts. 

Optional Questions:  These are often questions which started out as Custom Questions, now on their way to becoming Core Questions; they may be selected by team leaders or consultants to add to the core questions.  Results to these questions are not compared against the database.

Custom Questions:  Custom questions are developed by the consultant in consultation with the team leader and are edited at ITAP for clarity.  These questions are usually team-specific and give the team the opportunity to tailor the questionnaire to meet its special requirements. Custom questions can be either quantitative or qualitative.

Summative Evaluation/Lessons Learned

It can be useful to have the TPQ administered as the curtain falls on a team—at that point, team members have had an opportunity to process what has occurred across the full life cycle of the team and to reflect on it.  This information, typically lost, can be as valuable to future teams as exit interviews are to future employees.

How can the TPQ help a company improve its competitive advantage?

  • Improve productivity and results 
    • By helping teams and team leaders identify appropriate areas for improvement
    • By utilizing successful team leaders / teams on the most critical projects
  • Affirm team members
    • By improving morale, reducing turnover, or both
    • By investing in and developing team members
  • Develop leadership and manage succession – By identifying strong or weak team leaders and using that data to:
    • Provide development support to new, less-experienced or faltering team leaders
    • Set up a leadership mentoring system
  • Be fiscally responsible - By reducing the costs usually associated with training and development through focusing on assessed needs.
  • Encourage innovation and growth – By comparing global team data against industry norms and establishing baselines, continuous improvement can be measured.

What Types of Issues Can the TPQ Analyze?

  • The TPQ can provide focused information on:
  • Team strengths and weaknesses
  • Team alignment / misalignment
  • Unexpected subteam formation
  • Problems developing as a result of ineffectively acculturating new team members
  • Effect of team leadership
  • Impact of organizational changes/initiatives


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ITAP Regional Offices

Seoul, South KoreaSingapore / China / PhilippinesMunich, GermanyPrinceton, New Jersey, USA


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ITAP Asia Pacific

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Seoul, South Korea

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ITAP Singapore / ITAP China / ITAP Philippines

ODE Consulting / ITAP Singapore

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Manila, Philippines

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