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Global Talent Mobility

Supporting Global Mobility Strategy

Respondents to a survey conducted by Harvard Business Review Analytic Services, sponsored by Ernst & Young, cited global mobility programs as being critical to new business growth, improved financial performance and retention of top talent. As globalization continues, we can expect to see record numbers of employees working outside their home location as expatriate assignees responsible for critical business assignments and projects.

In addition to focusing on business results, it is as important to focus on the readiness of leaders and key talent selected for global assignments. Assignees are often selected based on business experience or technical acumen with little consideration given to their ability to perform effectively in a new environment characterized by different cultural and social expectations and requirements. In addition to experience and professional capabilities, in many cases business success as an expatriate relies as much on how a person “shows up” in the host environment. More than just assimilation, demonstrated acceptance and respect for cultural norms and social protocol are a requirement for building trust. The absence of such awareness can create barriers which interfere with an assignees ability to perform and achievement of the business purpose.

Navigating this challenge successfully begins with developing a Global Mindset. Global Mindset can be defined as the ability of leaders to influence people who are different from themselves. Research conducted by the Thunderbird School of Global Management indicates that executives who possess a Global Mindset experience greater success with global and international assignments than those who do not.

At Adaptive Leadership Strategies, LLC, we are certified by the Thunderbird School of Global Management, Najafi Global Mindset Institute to administer the Global Mindset Inventory assessment, and to facilitate related programs, coaching and training. We work with executives and key talent identified for expatriate assignments to provide contextual preparation for the environment and duties they will be assigned to navigate. By helping to create awareness of potential blind spots and barriers to performance, they are better positioned for successful onboarding and early wins in their new location. They are also able to avoid committing innocent, yet irreversible acts that interfere with their ability to achieve the intended business purpose of an assignment.

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