We store your survey and exercise data on a server hosted by Rackspace in Frankfurt am Main, Germany. Please visit the Rackspace website for more information: https://www.rackspace.com/en-us/about/datacenters.

Yes, all survey or exercise answers and personal data that are collected via the survey website of Human Synergistics Franco BeLux sprl are stored in Germany.

Please note, however, that the electronic project and evaluation system is maintained by the parent company of Human Synergistics Franco BeLux, Human Synergistics Inc. (with headquarters in the USA) and its contractors (in the USA and New Zealand). Maintenance is carried out on the basis of order processing agreements that contain the standard contractual clauses adopted by the European Commission or, with regard to New Zealand, taking into account the corresponding adequacy decision of the European Commission. For more information, read our privacy policy and the pages linked below on the EU's adequacy decisions:
https://ec.europa.eu/info/law/law-topic/data-protection/data-transfers-outside-eu/adequacy-protection-personal-data-non-eu-countries_en

You have the right to access your data, correct information and request that your data be deleted.

For information on our products and services, please send an email to info@humansynergistics.be or call us in Belgium at +32 475 29 00 39 or France +33 6 07 13 36 90.                               

Please visit our website at https://www.humansynergistics.com/fr-fr

Human Synergistics Franco Belux sprl

Steenakkerstraat 7a bus 1                6A Rue des Chantiers

3590 Diepenbeek – Belgium            77330 Ozoir la Ferrière – France

The responses you provide to the Leadership WorkStyles™ (LWS) survey items will be scored and analyzed to generate feedback that will be used for leadership, management, and/or individual development.

The feedback reports developed on the basis of LWS data describe leaders' thinking and behavioral styles, the functional and dysfunctional aspects of these styles and, in some cases, individual well-being. These reports include text and figures that summarize the survey responses by the leader profiled against descriptions provided by others such as peers, direct reports, or superiors. Responses by individual others are combined with those by at least two additional people, except in the case of superiors who consent to have their responses reported separately.

The feedback reports are provided to recipients in either electronic or hard-copy format through the consultant, trainer, or coach administering the development program. Note that in most cases, HSI delivers feedback reports indirectly via program administrators rather than directly to the individuals being described. If you do not know who is administering the program in which the LWS is being used, you can contact your supervisor or human resources department to discuss how and by whom the report will be delivered.

The survey results are intended to support personal and professional development initiatives and will be used by the focal individuals to establish action plans. Therefore, HSI reserves the right to correct any data collection errors or omissions that would otherwise affect the accuracy or completeness of the feedback provided to the individuals participating in the development program.

Data summarized in individual feedback reports within organizations, departments, courses or training sessions might be combined with data in similar reports to generate composite results and group-level reports. In developing these reports, personally identifiable data are aggregated in ways that maintain individuals’ confidentiality.

Responses to the Group Styles Inventory™ (GSI) will be scored and analyzed to provide feedback to your group about its styles and effectiveness. Your data will be combined with that provided by others within your group to generate composite results. In developing these results, the survey responses of individuals are aggregated in ways that protect their confidentiality. Note, however, that your consultant, facilitator, or trainer may share (or ask you to share) your individual survey results for team-building purposes.

The feedback will focus on the styles of your group with respect to the way members interacted with another and approached the problem being addressed. It will also focus on outcomes such as the acceptance and perceived quality of the solution. The survey results may be used to identify possible targets for change as well as team-building strategies. Therefore, HSI reserves the right to correct any data collection errors or omissions relating to the group or team to which respondents belong or their demographic or positional variables that would otherwise affect the feasibility or accuracy of the feedback reported on teams, groups and/or units within the organization.

The responses you provide to the Life Styles Inventory™ (LSI) will be scored and analyzed to generate feedback that will be used for leadership, management, and/or individual development.

The feedback reports developed on the basis of LSI data describe individuals’ thinking and behavioral styles, the functional and dysfunctional aspects of these styles and, in some cases, personal effectiveness and satisfaction. These reports include tables and figures that summarize the survey responses by the focal individual (e.g., the leader or member participating in the development program) profiled against descriptions provided by others such as peers, direct reports, or superiors. Responses by individual others are combined with those by at least two additional people, except in certain cases in which superiors have consented to have their responses reported separately.

The feedback reports are provided to recipients in either electronic or hard-copy format through the consultant, trainer, or coach administering the development program. Note that in most programs, HSI delivers feedback reports indirectly via program administrators rather than directly to the individuals being described. If you do not know who is administering the program in which the LSI is being used, you can contact your supervisor or human resources department to discuss how and by whom the report will be delivered.

The survey results are intended to support personal and professional development initiatives and will be used by the focal individuals to establish action plans. Therefore, HSI reserves the right to correct any data collection errors or omissions that would otherwise affect the accuracy or completeness of the feedback provided to the individuals participating in the development program.

Data summarized in individual feedback reports within organizations, departments, courses, or training sessions might be combined with data in similar reports to generate composite results and group-level reports. In developing these reports, personally identifiable data are aggregated in ways that maintain individuals’ confidentiality.

The responses you provide to the Leadership/Impact^® (L/I) survey items will be scored and analyzed to generate feedback that will be used for leadership development.

The feedback reports developed on the basis of L/I data describe the impact that leaders have on the behavior and performance of others, the leadership strategies that account for this impact, and their personal and organizational effectiveness. These reports include text, tables and figures that summarize the survey responses by the leader profiled against descriptions provided by others such as their peers, direct reports, or superiors. Responses by individual others are combined with those by at least two additional people except in the case of superiors who consent to have their responses reported separately.

The feedback reports are provided to recipients in either electronic or hard-copy format through the consultant, trainer, or coach administering the development program. Note that in most cases, HSI delivers feedback reports indirectly via program administrators rather than directly to individuals being described. If you do not know who is administering the program in which Leadership/Impact is being used, you can contact your supervisor or human resources department to discuss how and by whom the report will be delivered.

The survey results are intended to support personal and professional development initiatives and will be used by the focal individuals to establish action plans. Therefore, HSI reserves the right to correct any data collection errors or omissions that would otherwise affect the accuracy or completeness of the feedback provided to the leaders participating in the development program.

Data summarized in individual feedback reports within organizations, departments, courses or training sessions might be combined with data in similar reports to generate composite results and group-level reports. In developing these reports, personally identifiable data are aggregated in ways that maintain individuals’ confidentiality.

The responses you provide to the Management/Impact^® (M/I) survey items will be scored and analyzed to generate feedback that will be used for management development.

The feedback reports developed on the basis of M/I data describe the impact that managers have on the behavior and performance of others, the management approaches that account for this impact, and their personal and organizational effectiveness. These reports include text, tables and figures that summarize the survey responses by the manager profiled against descriptions provided by others such as their peers, direct reports, or superiors. Responses by individual others are combined with those by at least two additional people except in the case of superiors who consent to have their responses reported separately.

The feedback reports are provided to recipients in either electronic or hard-copy format through the consultant, trainer, or coach administering the development program. Note that in most cases, HSI delivers feedback reports indirectly via program administrators rather than directly to the individuals being described. If you do not know who is administering the program in which Management/Impact is being used, you can contact your supervisor or human resources department to discuss how and by whom the report will be delivered.

The survey results are intended to support personal and professional development initiatives and will be used by the focal individuals to establish action plans. Therefore, HSI reserves the right to correct any data collection errors or omissions that would otherwise affect the accuracy or completeness of the feedback provided to the managers participating in the development program.

Data summarized in individual feedback reports within organizations, departments, courses or training sessions might be combined with data in similar reports to generate composite results and group-level reports. In developing these reports, personally identifiable data are aggregated in ways that maintain individuals’ confidentiality.

Responses to the Organizational Culture Inventory^® (OCI^® and OCI^®-Ideal) will be scored and analyzed to provide feedback to your organization, division, or subunit on its culture. Your data will be combined with that provided by others within your organization, subunit, team, and/or demographic group to generate composite results and unit-level feedback reports. In developing these reports, the survey responses of individuals are aggregated in ways that protect their confidentiality.

Results will be generated and reported only for units and teams with 5 or more respondents (unless members of smaller teams consent to the preparation and delivery of such reports). The same guidelines pertain to the reporting of results for groups identified on the basis of demographic or positional strata—organizational level, tenure, job category, age, gender or other such factors.

The feedback will focus on the organization’s current culture, measured in terms of “what’s expected” of members, and/or its ideal or preferred culture, reflecting what members believe should be expected to maximize their satisfaction and performance. Additional feedback will center on other factors measured by the OCI (and that are related to culture) such as members’ motivation and satisfaction, the quality of the organization’s products or services, and its capacity to change and improve. The survey results are intended to support organizational development initiatives, quality improvement programs, mergers and acquisitions, and other efforts to improve organizations and their impact on employees, clients, or other stakeholders. Therefore, HSI reserves the right to correct any data collection errors or omissions relating to unit, demographic or positional variables that would otherwise affect the feasibility or accuracy of the feedback reported on groups and/or units within the organization.

Responses to the Organizational Effectiveness Inventory^® (OEI) will be scored and analyzed to provide feedback to your organization on outcomes (i.e., effectiveness at the individual, group, and organizational levels) and on levers for improving its culture and performance. Your data will be combined with that provided by others within your organization, subunit, team, and/or demographic group to generate composite results and unit-level feedback reports. In developing these reports, the survey responses of individuals are aggregated in ways that protect their confidentiality.

Results will be generated and reported only for units and teams with 5 or more respondents (unless members of smaller teams consent to the preparation and delivery of such reports). The same guidelines pertain to the reporting of results for groups identified on the basis of demographic or positional strata—organizational level, tenure, job category, age, gender or other such factors.

The feedback will focus on factors causally related to the organization’s culture and effectiveness with respect to structures, systems, job design, and the skills and qualities of members. It will also focus on outcomes such as the satisfaction of members, cooperation within teams, and organizational adaptability and quality of service. The survey results may be used to identify possible targets for change as well as strategies for enhancing organizational adaptability and the quality of customer service. Therefore, HSI reserves the right to correct any data collection errors or omissions relating to unit, demographic or positional variables that would otherwise affect the feasibility or accuracy of the feedback reported on groups and/or units within the organization.

Your individual rankings of the items in the Survival Situation will be scored and analyzed to provide feedback to you on the quality of your solution. Your “individual score” will be calculated by comparing your rankings to those of experts and then combined with those of others within your team to generate an “average individual score.” In developing this average, the scores attained by individuals are aggregated in ways that protect their confidentiality. Note, however, that your consultant, facilitator, or trainer may share (or ask you to share) your individual score for discussion and team-building purposes.

The team-level feedback will focus on the quality of the solution developed by your team, the team’s gain (or loss) in quality relative to the average individual score, and whether the team outperformed the best individual member(s). The rankings and scores may also be used to develop feedback on the extent to which members influenced and accepted (individually and collectively) the team’s solution.

This experiential exercise and the scores may be used to identify the need for team development, possible targets for change, and team-building strategies. Therefore, HSI and your facilitator reserve the right to correct any data collection errors or omissions relating to the group or team to which respondents belong (or their rankings or other responses) that would otherwise affect the feasibility or accuracy of the feedback reported to teams and their members.

Data on your team’s performance might be combined with data on other teams to generate composite results. In developing this feedback, the scores of individual team members are aggregated in ways that maintain their confidentiality. However, note again that your consultant, facilitator, or trainer may share (or ask you to share) your individual score for discussion and team-building purposes.