The BANI World and Global Mobility

Designing a Better Client and Expat Experience

In an era characterized by rapid globalization and technological advancements, the field of global mobility faces the dual challenge of adapting to Cascios’ BANI (Brittle, Anxious, Nonlinear, and Incomprehensible) world while maintaining a human-centered approach. For foreign local hires and permanent transfers into Switzerland, these challenges are even more pronounced, given the unique demographic, social, and cultural landscape of the country. This article delves into strategies for enhancing the global mobility experience, emphasizing the need to humanize the process and address the complexities of our interconnected world.

1 – Understanding the BANI World and Its Implications for Global Mobility

“Brittle

The perception of stability often masks underlying fragility. Countries or industries that rely heavily on a single resource or system can crumble under unforeseen pressures. In global mobility, this brittleness manifests when organizations depend on rigid policies and outdated frameworks that fail to accommodate the nuances of individual experiences. A prime example is the dependence on standardized relocation packages, which often overlook the specific needs of diverse assignees.

Anxious

Continuous change generates anxiety, leading to a sense of helplessness. Foreign hires in Switzerland may feel overwhelmed by the complexities of immigration processes, cultural adjustments, and workplace dynamics. Organizations must recognize this anxiety and offer proactive support to alleviate it, such as by providing clear communication, resources for mental well-being, and comprehensive onboarding programs.

Nonlinear

The disconnection between cause and effect is a hallmark of our times. In global mobility, decisions made today—such as restricting travel for sustainability reasons—may have ripple effects on employee satisfaction, talent retention, and organizational reputation. Understanding these nonlinear dynamics is crucial for crafting policies that balance immediate needs with long-term impacts.

Incomprehensible

The inundation of information can make it challenging to discern actionable insights. For global mobility professionals, deciphering the vast array of legal, cultural, and logistical data involved in cross-border moves requires both expertise and empathy. Simplified, transparent communication is key to making the incomprehensible comprehensible.”

(BANI has been coined by Jamais Cascio’s, he explains it further below.)

https://www.forbes.com/sites/jeroenkraaijenbrink/2022/06/22/what-bani-really-means-and-how-it-corrects-your-world-view/

https://intapi.sciendo.com/pdf/10.2478/eoik-2023-0012

2 – Key Megatrends Shaping Global Mobility

The themes emerging from global forums like WEF Davos—including sustainability, gender equality, trust in governments, and technological advancements—highlight the evolving landscape of global mobility. For Switzerland, addressing these megatrends requires a tailored approach that reflects its unique societal and economic context.

Sustainability

With 90% of companies defining sustainability goals, global mobility programs must align with these objectives. This involves minimizing the environmental impact of relocations through virtual assignments, local hiring, and sustainable travel options. Yet, achieving sustainability without compromising the quality of the mobility experience remains a significant challenge.

Gender Equality and Diversity

Despite progress, Switzerland ranks 21st in the global gender equality index, with significant gaps in leadership representation and pay equity. For global mobility, this underscores the importance of supporting female expatriates, dual-career couples, and same-sex families. Inclusive policies that account for diverse family structures and career aspirations can help bridge these gaps.

Technological Integration

AI, machine learning, and cybersecurity are transforming how global mobility functions. While these technologies offer opportunities for efficiency, they also pose challenges in maintaining the human touch. Tools like AI-driven relocation platforms must complement, not replace, the empathy and personalization that human professionals provide.

 

3 – Reimagining Global Mobility: The Human-Centric Approach

Our Ten Commandments for the Global Mobility Manager

Our Ten Commandments for the Global Mobility Manager

Addressing the Generational and Demographic Shifts

With baby boomers retiring and millennials and Gen Z dominating the workforce, global mobility strategies must evolve. Younger generations prioritize work-life balance, sustainability, and social impact. Companies must offer flexible, purpose-driven roles that resonate with these values. The rise of dual-career couples, lifestyle expats, and rainbow talent also necessitates policies that accommodate diverse lifestyles and aspirations.

4 – The Crisis in Human Resources and the Path Forward

Skill-Based Organization Models

Moving away from rigid hierarchies, organizations should adopt skill-based models emphasising individual strengths and experiences. For expatriates, this means matching roles to their unique competencies and providing opportunities for professional growth.

Psychological Safety

Creating a psychological safety culture is essential for global mobility programs’ success. Expatriates should feel secure in voicing concerns, seeking support, and navigating cultural transitions without fear of judgment or reprisal. This can be achieved through regular check-ins, anonymous feedback mechanisms, and dedicated support teams.

5 – The Business Case for Inclusion in Global Mobility

Benefits of Inclusion

Inclusive practices yield numerous benefits, including higher productivity, reduced conflict, and improved employee well-being. For global mobility, fostering diversity means creating an environment where all employees—regardless of gender, ethnicity, or sexual orientation—feel valued and supported.

Leveraging Hidden Talent

To address the skills shortage, companies must tap into underutilized talent pools. In Switzerland, this includes promoting gender equity, supporting part-time professionals, and accommodating non-traditional career paths. Flexible work models and inclusive recruitment practices can unlock significant potential.

Sustainability: A Core Pillar of Modern Mobility

Aligning global mobility with sustainability goals involves:

  • Reducing Travel: Encouraging virtual assignments and remote work to minimize carbon footprints.
  • Green Policies: Incorporating environmentally friendly practices into relocation processes, such as using sustainable packing materials and energy-efficient housing.
  • Measuring Impact: Tracking the environmental impact of mobility programs to identify areas for improvement.

6 – Practical Recommendations for Improving the Swiss Mobility Experience

Enhance Onboarding Programs

Comprehensive onboarding programs should address both professional and personal aspects of relocation. Language training, cultural workshops, and mentorship programs can ease the transition and foster a sense of belonging.

Simplify Bureaucracy

Switzerland’s complex immigration and tax systems can overwhelm new hires. Dedicated support teams and digital tools can streamline these processes, ensuring a smoother experience.

Focus on Family Support

For many expatriates, family well-being is a top priority. Providing access to quality education, healthcare, and childcare can significantly impact assignment success.

Promote Work-Life Balance

Flexible work arrangements, wellness programs, and community-building initiatives can help expatriates achieve a healthy work-life balance.

Humanizing Global Mobility in a BANI World 

The challenges of a BANI world demand innovative, empathetic, and human-centric approaches to global mobility. By prioritizing the needs of expatriates and their families, embracing diversity, and aligning with sustainability goals, organizations can create mobility programs that not only withstand the complexities of our times but also thrive within them. For foreign local hires and permanent transfers into Switzerland, this means a future where global mobility is not just a process but a transformative experience that fosters growth, connection, and mutual success.

The above article is a summary of the ZGP Talk on 2 September 2024. If you want to know about how to enhance the expat experience you can always reach out to us.

Angie Weinberger is working on a new workbook where she will explain more about her methods and how to build a business as an expat coach. She will also be holding a workshop for expat coaches at the SIETAR Switzerland 2025 conference in Lucerne. You can sign up here to be invited to Angie Weinberger’s upcoming book launches and workshops http://eepurl.com/dpfrrf.

 

Global Virtual Team Drama

Photo Credit: Geoff Pegler Women in Global Mobility

We have become accustomed to Global Virtual Team drama and are used to arguing in meetings to position ourselves. Sometimes, you want to win over the other person’s view. It’s about who is better than the other. On the surface. Have you ever considered jumping into an argument easily not because you want to move the team forward and “think further and outside the box” but because you like power? Have you considered that you are worried about losing power when you treat your team members with respect and listen to them instead of thinking that you know best of all?

My team tends to discuss many topics at length, as everyone has a different background and worldview. Sometimes, we also do not know better or have beliefs we have carried over generations of what is “true” and “real”.  If you want to become effective as a team, you need to invest in the relationship level of the team members. It would be best if you created the framework for a supportive atmosphere in which every team member feels valued and can share her view in a way that is appropriate to them.

You probably now wonder, “Ok, I know that, but it is easier said than done.” As often, you are hoping for the quick fix, the recipe, or the shortcut out of Global Virtual Team drama. There are no shortcuts in life. Someone will always suffer if you try the quick fixes, the formula, or the recipes that might work for others. You will, first of all, need to work on yourself.

A drama is a type of narrative writing meant to be performed in front of an audience. Dramas are most notably performed as plays in a theatre, though many have been recreated and adapted for film, TV, or radio.” Global Virtual Team Drama is to be expected as cultural values, understanding, and beliefs will potentially clash even in educated circles such as our Global People Club. The main reason for drama is usually ego.

However, there could also be a “drama triangle” (Karpman, 1969). When you identify the kind of drama going on, you might be able to solve it and get out of it.

Are you ready to become an inclusive leader who can set aside your ego and nurture a team?

Read these six steps to reducing Global Virtual Team Drama.

1) Confront Your Fears

That is the hardest part of self-development. Often, our ego is strong and demands that we nurture it daily. It is like the flesh-eating plant in “Little Shop of Horrors.” The ego needs fodder. We have built ways of showing ourselves that we are worthy. It could be the new certificate you must attain, the endorsements on LinkedIn, or the positive feedback you expect in your performance reviews and 360 evaluation. Your behavior is driven by optimizing your evaluation, turnover, and other Key Performance Indicators. Learn to be self-sufficient without depending on numbers that prove you are a superhero!

2) Identify Formal Roles and Responsibilities

While every team needs formal roles and responsibilities, most conflicts occur at the handover points. In a fully functioning and high-performing team, everyone also supports the other team members when they sense that the other team member is overloaded or when they feel that they have the capacity. The more dispersed and virtual the team works, the harder it is to see how much capacity everyone has. It is your job as the leader to identify the gaps and build a feedback loop where team members can openly communicate when they feel overloaded or do not have enough challenging work. You probably understand that every team member needs a healthy mix of challenges and routine tasks in order to be satisfied at work.

3) Unmask the Informal Roles

You will find informal roles in your team, too. In a flatter hierarchy, you might have an opinion leader who does not necessarily agree with you. You might find this team member challenging, but this team member could be your greatest ally and supporter if you understand how this person needs to be inspired. Maybe they need more encouragement, more brainstorming, or more structure. You need to learn to read your team members and their informal roles and adapt your style accordingly.

4) Find out the Areas of Support

My management and coaching experience taught me that every human has needs. It sometimes took me up to two years to drive a team to high performance and great collaboration. When you understand the learning steps the team member has to go through to get to the next level, you will also understand how you can lead this person to success. Instead of asking them to work on projects that are way out of their capabilities, you can give them small success experiences so they can grow in small steps and keep their self-confidence intact. I have seen many good team members in other teams who were crushed and did not believe in their competencies anymore because their manager was overconfident or micro-managing them. Also, please review our article “Twelve Exercises for Psychological Safety.”

5) Ensure Every Team Member has a Voice

You will have more introverted team members in any intercultural but monocultural team. They will not always speak up in meetings and voice their opinions. Others might just feel it is not worth discussing further and shut up. You can use various tools and methods to give your quieter team members a voice. It also helps to ask a neutral facilitator to support your annual kick-off meetings or other team-building exercises. You might not see how you hinder certain team members from voicing their opinions.

6) Understand Limiting Assumptions

When a team member is very engaged but not necessarily of the same view as you are, it could be a good point to consider. You might assume that the team member is less qualified or experienced than you are, so you might not take them seriously. You could also be biased against team members who behave like yourself or have similar preferences in working style. This is what we reveal in coaching sessions. In my experience, this process is easier when you work with me through this transition phase, as you might have cultural and other blindspots that hinder you from fast progress.

 

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More:

The Global Rockstar Album

How to Lead a Global Team

Photo: Geoff Pegler

Unlike traditional teams, global teams don’t meet at the same location daily. Globalization and the pandemic have accelerated this trend, a common phenomenon in large organizations and small businesses. Most workers temporarily work from home at least one day per week, and this trend is not about to fade. Some companies even allow you to work from anywhere up to 60 days per calendar year. (This is not so easy from a compliance perspective, so please check your HR policies before doing it. )

While some of us always worked in Global Virtual Teams (GVT) or global teams, we still meet leaders who prefer to have their team sit in the exact physical location with them. Learning to lead global teams better was a big motivator for me to finalize and publish “The Global Rockstar Album – 21 Verses to Find Your Tact as an Inclusive Leader”.

While I am learning to be a better global rockstar, I would like to share a few basic ideas for managing a global virtual team for high performance. 

Friends at the Launch Party,

Virtual teams are  “workgroups which (1)  have some core members who interact primarily through electronic means, and (2) are engaged in interdependent tasks — i.e., are truly teams and not just groups of independent workers).” Like any other team, these virtual teams also require proper leadership and management for optimum results. So let’s start with why we should opt for Global Virtual Teams (GVT) or “hybrid” teams. 

 

 

Advantages of Virtual Teams

  • Companies can bring global talent together when projects start, while employees can enjoy the flexibility of working from home according to their schedules.
  • Organizations can cut the cost of relocation, traveling, real estate, and other business expenditures. Businesses that use virtual teams to build a global presence outsource their operations and need less common expertise or skills from people reluctant to relocate from their home location.
  • Virtual teams add diversity to a project. Brainstorming ideas to add creativity to the work process is always better, and these virtual teams are ideal. They also enable organizations to network globally with a fresh perspective from different countries.

 

Challenges of Global Virtual Teams

  • Virtual teams might be harder to manage correctly than traditional teams. It might not always be easy to bring people from different cultures to one platform and get them to collaborate on a project.
  • Because of how they communicate, they can fall short of goals and motivation. They rely on modern technology, emails, video conferences, virtual meetings, etc., which takes away the full spectrum and dynamics of an in-person exchange. Thus, to excel, each member needs to be self-motivated.
  • Collaboration within a project might cause delays in working on the project.

 

Tips To Lead Global Teams

1 – Build Trust and Psychological Safety

The first and foremost requirement is to build and maintain trust between team members. This helps unblock their communication and sustains each person’s motivation. If they can’t trust each other, they will have issues working together, which is the essence of virtual teams.

2 – Have Clear Goals, Standards and Rules

Managers need to set clear goals for each member separately and for the team as a whole. Performance standards and communication rules must also be clearly defined to avoid misunderstandings and harmful assumptions. In addition, they should be clear on tasks and processes.

3 – Implement Constant Communication

Team members should be able to communicate constructively and positively, even without nonverbal cues of face-to-face communication. Optimum use of technology for this purpose is a requirement.

4 – Build a Team Rhythm

To stay on track, the global team must have regular meetings, ideally on the same day and time each week. Create meeting agendas in advance with explicit agreement on communication protocols and timings. You will probably have time zone conflicts, so don’t put the time zone burden on the same members every time. Instead, follow a strict rotation to practice fairness and avoid biases.

5 – Develop Your Inclusive Leadership Skills with the Global Rockstar Album

Develop into a leader who appreciates the experience of managing global teams. Set up regular one-to-one performance management meetings with your team members. Let your team know how they contribute to the success of your project so that they feel ownership.

 

Resources

https://globalpeopletransitions.com/exercises-psychological-safety/

 

Embrace the Freedom: Exploring the Possibilities of Working from Anywhere

The Global Rockstar Album

 

 

Annex F: Kanban and other Productivity Tools – also for people with ADHD and PTSD

 

Kanban 

Kanban is a highly effective project management and workflow visualization system. It provides a simple and intuitive framework for organizing and tracking work, allowing teams to achieve higher efficiency, transparency, and collaboration. Kanban boards typically consist of columns representing different stages of the workflow. Each work item, represented by a card or sticky note, moves from one column to the next as it progresses through the process. This visual representation provides a clear overview of the work in progress. 

 

Project Management Tools

Project management tools help you streamline your work, improve team collaboration, and increase productivity. They offer a wide range of features, including task tracking, team communication, file sharing, and progress monitoring. 

 

  • Asana, with boards.
  • Azure DevOps Server, an integrated ALM-platform for managing work in and across multiple teams. 
  • CA Technologies Rally, provides teams with the option of managing pull-based, lean software development projects.
  • Unicom Focal Point, a portfolio management and product management tool.
  • Jira provides kanban boards.
  • Monday.com is a popular project management and team collaboration platform. It provides a flexible and customizable interface for managing tasks, projects, and workflows.
  • Pivotal Tracker provides kanban boards.
  • Projektron BCS, a project management tool, provides Kanban boards for tickets and tasks.
  • Slack is primarily known as a team communication and collaboration tool, it also offers various integrations and features for project management. You can connect Slack with other project management tools to streamline communication and task tracking within your team.
  • Trello, cards-based project management.
  • Tuleap, an agile open source tool for development teams: customize board columns, set WIP (Work In Progress), connect the board with Issue Trackers, Git, and Documents.
  • Twproject (formerly Teamwork), project and groupware management tool.
  • Wrike, an Agile Collaborative Work Management Platform.

Our App for Nomads with Global Careers and Lives

Apps for People with ADHD

  • Focus Genie is a time management app for people with ADHD created by Jenna Kutcher. 

Apps to Practice Meditation and Relaxation

  • Isha by Sadhguru is great for meditation beginners
  • iOSHO is app that aims to make meditation, mindfulness, awareness, and consciousness accessible and integrated into the daily lives
  • Calm is an app that offers meditation practices.  
  • Headspace offers a large number of guided meditations.
  • Rootd, an app which helps with anxiety.
  • Breathe2Relax is a portable stress management tool that guides users through diaphragmatic breathing exercises. It helps reduce the body’s stress response, stabilize mood, control anger, and manage anxiety. 

Apps for People with PTSD (Post-Traumatic Stress Disorder)

  • PTSD Coach provides tools and resources for managing PTSD symptoms, including educational information, self-assessment tools, and coping strategies. PTSD Coach was primarily designed for Veterans and military Servicemembers.
  • ACT Coach was developed for veterans, service members, and individuals in Acceptance and Commitment Therapy, ACT Coach provides exercises, tools, information, and tracking logs to practice ACT principles and commit to actions aligned with personal values.
  • Anger and Irritability Management Skills (AIMS) is designed for individuals dealing with anger problems. The app offers education about anger, support resources, anger management planning, tracking tools, and techniques to manage angry reactions. 
  • CBT-I Coach was designed for individuals engaged in Cognitive Behavioral Therapy for Insomnia, CBT-I Coach guides users through improving sleep habits, developing positive routines, and enhancing sleep environments. It offers a structured program with proven strategies to alleviate insomnia symptoms. 

 

Bringing the “Human Touch” Back into Global Mobility

The Future of Global Mobility and the Holy Grail

We are robots. At least you could get this impression when you deal with us. “Virginia Robot” is an observer in our “Global Mobility Academy.”

They regularly comment on our work. For example, when we analyze the process landscape or help expats with their immigration process, Virginia butts in with a comment about how AI could do all that faster, better, and cheaper. We’ve been experimenting with digital global mobility coaching and transition support with you for the last decade.

We are in an excellent position to criticize the digitalization buzz and AI hype. Don’t get me wrong: I’m a fan of new and shiny tech tools, and I get excited about apps, but somewhere down the line, they usually disappoint me. For example, when I tried to book a flight via my Swissair App while on a train. It seems I just entered another country when…the process failed. Now, I’m trying to find out if my booking was saved in an “interrupted” cart or something, and I haven’t responded for 48 hours. When you are an entrepreneur, time and health are your most critical assets, and it frustrates me when I “waste” time.

In 1999, when I called our global tax provider, I either received an answer right away or they would call back within 24 hours because that was considered good client service. Now, when I call, I often don’t get a chance to leave a voicemail, and when I email, I can be happy if I receive a response within seven days. In my book, that’s not good enough. Let alone the fact that contracts have typos and tax declarations need to be corrected. I’m not even a tax advisor, but I smell errors.

My contracts aren’t perfect either. I blame that because I haven’t learned basic administrative tasks, as I would usually have an assistant supporting me. I can draft, comment, and edit, but I don’t have the energy to make them look perfect. A few years back, the “Executive Assistant” was replaced by software and “manager self-service.”

But what if you are building a new team or function? Wouldn’t it help to have admin support or an outsourced virtual assistant sitting at a desk in a home office in Burkina Faso or Bangkok?

So yes, I am interested in exploring working with a colleague such as Virginia Robot as long as they don’t outsmart me in front of my clients. They will probably be better at cost projections, while mine may have formula errors and miss social security data. Virginia will also work 24/7. Maybe they have design skills and a knack for perfect templates.

And they won’t catch a coronavirus or strain a leg in a skiing accident. At some point, they could probably replace our assistant and maybe us.

Still, when I look at reality, I’m not worried.

Virginia Robot in Action
Virginia Robot in Action

The AI Hype versus Global Mobility Reality

You may have noticed this yourself, too, but in the past few years, Global Mobility has revolved around process segmentation, outsourcing, and offshoring. While this has resulted in tremendous optimization and cost savings, it has also had the unintended but unfortunate effect of giving this perception and reputation of being “robotic” and “fragmented.” Before we can teach AI, we must get our digitalization teething issues sorted out globally. On our wishlist is the “holy grail,” the site that rules them all.

The Digital Disruptors in Global Mobility are racing to develop collaborative platforms that speak to each other through API codes. It is, therefore, up to us as Global Mobility Managers to bring back the “Human Touch” in Global Mobility. Through digitalization, we will cut down on the middle person and establish more direct relationships between you and the vendors.

We recommend that Global Mobility Professionals meet with you and your spouse before the move and one debriefing session after the return. Ideally, an intimate catch-up during the home leave also helps. Even if we cannot imagine a robot filing tax returns, sending social security applications, and reviewing immigration documents, because of the complexity of the overall topics, we have to see that, and essentially, we are dealing with data.

Looking at my current reality, I often feel thrown back to 1999 when I started in the field and we moved from net calculations on paper to Excel. Due to IT security, GDPR, and connectivity issues, I can use my hours on data distribution and entry. I prefer to sit down with clients in person and talk to them.

My team of researchers and I thought we should be open to innovation while examining risks, primarily through the intercultural, diversity, and inclusion lenses.

Virginia Robot
Virginia Robot

Focus on Making Constructive Advances in AI

To improve global mobility, we would also like to discuss ways artificial intelligence (AI) could be integrated into our work positively and constructively. Before we begin, we must realize that the technologies we usually discuss under AI are not examples of Artificial Intelligence but a specific subfield called “machine learning.” Because the latter does not sound as exciting, the general term of AI continues to be used interchangeably, though it shouldn’t be.

We also found more real-life examples related to global recruiting where in the past, “Application Tracking Systems” left a lot of broken shards, and many applicants felt as if their applications went into a black hole.

Integrating recruitment with an algorithm is one possible way to bring AI to Global Mobility, and it is already being researched. This algorithm would not be constrained by human biases—such as sexism or racism—and could focus solely on relevant skills, qualifications, and experience.

Unfortunately, as with all new technologies, we must tread carefully. AI is created by and trained on human values, experiences, and examples and can take up our strengths and weaknesses. Some issues reared their heads recently, such as Google’s AI misbehaving and an AI art project turning racist due to lousy training being input to the algorithms.

So much modern technology is influenced by the world’s elite, primarily through various funding channels. They exert their beliefs and biases to control the direction of development and usage. Their economic, skin colour, and gender privileges are often visible in these creations.

The Implicit Bias in Tech

When the original Kinect was released, it had difficulty recognizing people with darker skin. The early code measured the contrast between the eyes, upper cheek, and nose. So, without optimal lighting conditions, that algorithm failed to detect people without white or light skin. Later, iterations of the product fixed this issue and worked in a sub-optimal light.

Another example of AI going wrong was revealed when Amazon scrapped its internal AI-based hiring tool after it was revealed that it was somehow biased against women. Again, because the current AI is machine learning, the recruitment tool learned from historical data. Like most other aspects of life, the professional workplace was male-dominated, and the AI learned to be biased against women’s resumes. This is not a good look for AI and Amazon.

Careful nurturing of this new technology will benefit Global Mobility and all aspects of work as we know it. AI-powered digital spaces enable whole groups of professionals to interact more efficiently and effectively; every social platform utilizes algorithmic data feeds and machine learning of your usage habits to connect you to relevant professionals. That is how thriving communities of artists form on Instagram, writing groups on Twitter, and digital marketers on LinkedIn.

To some degree, this technology has also made its way into strategic workforce planning and even transforming workspaces. The flip side, again, is that businesses need to be wary of adopting these changes too fast or without any feedback from the employees who will be impacted. A frequent pushback to such decisions is the employees’ desire for a suitable workplace that promotes comfort and familiarity, such as break spaces, meeting rooms, and workstations.

Human Touch in Global Mobility cannot be replaced (yet)

This brings me to my initial point: the “human touch.” That will be the determining factor in the success or failure of AI adoption. Maintaining the human touch while transitioning processes and systems to AI is critical.

So, as we rethink our business core and competencies to align with AI and technology, we should do our best to remember that at the heart of our work in Global Mobility are people with emotions, feelings, skills, and abilities who are diverse and unique and deserve to thrive in the best work conditions. According to this neuropsychologist, parts of our brain haven’t been reproducible for at least a few years.

Currently, there are no easy solutions as most companies are treading new grounds in adoption and optimization. However, one thing organizations, businesses, and Global Mobility Teams can do is to remember to make this shift in a way that aligns with business needs and the needs of the people.

“Think Global People” ran a detailed discussion on this subject, which you can read here to increase your knowledge, as AI adoption is one hot topic in Global Mobility.

Resources

Crown (2024) named AI as one of the biggest trends in GM. How can AI be used in global mobility?

Mobility Trends 2024: from AI to assignment apathy

 

“The Global Rockstar Album” is self-help book for managers and nomads who want to bring purpose, performance, and productivity to their work while becoming more inclusive servant leaders. You can get it from Amazon.

 

The Global Rockstar Album

The Global Rockstars Program

21 Verses to Find Your Tact as an Inclusive Leader

I know how overwhelmed and stressed you feel now with your unhappy spouse and sulking teenager. Are you concerned that you come home to a box of bottles that need recycling and an empty fridge because your spouse has been job hunting all day and forgot to buy food?

Would you like to help and hire a cleaner, but every time you call the agency, your manager or a client calls with another urgent issue?

You can make matters worse by putting more pressure on your team, micro-managing, and canceling dinner with the family tonight. 

Are you burned out from working longer hours from your living room with worries about loved ones in your host country and your home country?

After the Global Rockstars program, you watch your sales numbers grow steadily like clockwork, leave a clean desk by 6 pm, go running again, and are in better shape than before your marriage. Your spouse has a new job, contributes to the family income, and your teenager aces at the international school.

Your manager promotes you, more money is rolling in, and you enjoy your work. Your team members have grown, they take responsibility, and your home is cozy and spotless. On weekends, you find time to go to that dance class with your spouse and are already making friends in Zurich.

How will you get your sales numbers up? Not by pushing and more pressure on your team. It’s a wrong assumption that you will get anywhere with cold-calling. When you relax and take your Swiss prospects to lunch, they will become clients and buy your product. When you improve your relationship with future clients and keep them happy, they will become clients and open doors for you.

Do you help your spouse by constantly nagging and giving him feedback on his resume? In my experience, it’s better to be there for him, listen, and refrain from giving advice.

Do you think your teenager will respect you more when you pretend to be a superheroine and perfect at everything? Or could you show your vulnerable side, make time to hang out, and go for a walk?

Get input from your team members, let them devise solutions, and try to brainstorm rather than inform more often. Listen to their concerns and let them speak their minds.

This program is not for you if you feel you know it all, aren’t ready to reflect on yourself, or cannot walk for 30 Minutes without a heart attack. Do not join if you want to be miserable, keep your extra pounds, continue to work long hours, and wish to have a divorce within the next three years.

You will experience 70% fewer rejections on your proposals, have a better relationship with your spouse, and improve your relationship with your teenager.

We designed the Global Rockstars program to help clients navigate career transitions into new roles in new markets.

Expat Coaching for Global Rockstars

  • Managing stress to get out of the hamster wheel and into a productive flow state
  • Becoming a more inclusive servant leader
  • Working aligned with your values, and your drivers
  • Adapting your leadership style across cultures
  • Building professional relationships to expand your circle of influence
  • Training, coaching, and mentoring more junior team members
  • Curating and creating relevant content to build community
  • Repatriating after a global career or project
  • Enhancing purpose, productivity, and performance in your global, virtual team

 

Sign up here to be invited to upcoming book launch party in Zurich, Switzerland, and learn more about the publication.

Dreaming About Travels

It’s another Monday, and instead of starting your laptop to go through another day of meetings (that could have been an email), you look at the globe you got from your grandmother as a kid. You have been sitting at this desk for too long and wish to smell the spices in a market in Amritsar, walk through the East Village of New York City, sit in a rickshaw in Lahore, or take a long hike in Northern Italy. Isn’t that why you originally wanted to be in your profession?

You always felt like you were born in the wrong country, as if your soul belongs elsewhere. You were delighted and inspired when travelling. You always felt more connected to the broader world than your home village. You want to be a nomad, join the minimalistic lifestyle, and live in a tiny house while doing good in the world. Thinking about moving “back home” would feel like a complete failure.

You also feel like you don’t have access to the group inside the circle of trust. You miss a guide, a wizard, a Yoda, a teacher on your path. You feel a bit alone. You want sisterhood and camaraderie, but all the official events are for in-house HR professionals only or are way too expensive for your budget.

You would like to continue deepening your knowledge of other cultures and work in a global context where you usually speak English. 

You want to become a more inclusive leader.

Join the Global Rockstars Program

The Global Rockstars Program is for all of you who want to take a step forward, move to another country, lead global virtual teams, and improve your executive presence and thought leadership. We will agree on your three main career goals and work through your hurdles together. We will help you get out of the rat race and into a productive flow state where you lead yourself and your global virtual team with purpose, performance, and productivity. 

We will work together to ensure you successfully transition into your next role within the next 365 days. 

🌟 Available Global Rockstars Licences 🌟

Solo Artist

Global Rockstars
Global Rockstars – Solo Artist
License for 12 months
One client
Unlimited coaching with Expat Coach Angie Weinberger for 52 weeks a year. 
Fee: EUR 3’900 + 8.1% Swiss VAT.

 

What is included in our Global Rockstars Program?

  • One career goal-setting session and tracking of your career goals.
  • Your co-created Personal Development Plan (PDP) in our RockMeApp.
  • One 1:1 online coaching session per week (45 minutes long, reserved slot for you) with Inclusive Leadership Coach Angie Weinberger.
  • Access to our Global Rockstar Community with regular input.
  • Access to RockMeApp for your weekly progress report and Personal Development Plan.
  • Access to Resources (handouts, checklists, worksheets, templates, research, and literature lists).
  • Depending on your three main coaching goals, level, and needs, you will receive content from “The Global Rockstar Album,” “The Global Mobility Workbook,” and “The Global Career Workbook.” – I will individually select what is good for you and make further reading recommendations.
  • Paper Certificate Global Rockstars – will be issued at the end of the program.

BUY THE ACCOMPANYING BOOK:

The Global Rockstar Album

Sign up for the RockMeApp

We onboard all our clients to the RockMeApp. You can request an account here, and we will add you to our waiting list for the program start dates. The next start date is 5 May 2025.

RockMeApp

Resources

Set Your Intentions for 2025: A Sustainable Approach to Growth for Global Rockstars

The Art of Building Lasting Professional Relationships

The Global Rockstar Album

https://www.angieweinberger.ch/the-global-rockstar-album/