Tag Archives: Global Competency Model

Why it is so difficult to come up with a good curriculum for Global Mobility

As you probably understood already the arena of Global Mobility is vast and no Global Mobility Manager will have all the answers. If you enjoy constant challenges and a day that never looks the same Global Mobility could be right for you. However, you also need to be very structured, focussed and analytical. For Global Mobility Educators, it is a constant challenge to provide a curriculum that is based on the right career level and also deep enough. Most courses you will find about Global Mobility in your home country will assume the home approach and all the special legal areas will mainly be presented based on “home” legislation and in the home language. If you are managing a global population and wish to implement a host approach you will need to go through a lot of learning by doing and you probably have to invent the wheel.

The Expatise Academy in Holland

I recommend the Expatise Academy program in Global Mobility because I am a lecturer at the Academy and have seen how they ensure the high-quality standards in teaching. The program has a modular approach and follows your career development as a Global Mobility Professional. You should consider learning the basics at least for the home country of labor and employment law, immigration, personal and corporate tax and you need to understand your Global Mobility policy and compensation approaches.

Global Competency

A factor that is often underestimated in Global Mobility is the critical importance of developing global competency. As long as we do not see cultural differences, we do not know why men and women from other cultures behave and think differently than we do. We just assume that they are “strange”. Also, we might think we treat the other person with respect but the concept of respect is defined differently in other culture. Even if we consider ourselves open-minded, we might not have developed the skills that we need in order to be more effective in other cultures.

Our brains today still work in a similar way to that of the cavewoman. We often decide only about fight or flight. We hardly ever step back in stressful situations and think “Why is that person behaving like this?”.  We rarely sit down, take a deep breath, smile and then write a polite email to say that our judgment of the situation might have been guided by our own values and assumptions. No. Normally we jump to conclusions first and put other people’s behavior in a box (Like / Not Like). Facebook does not help.

We rely on our mental images and can become prejudiced because this is the way our gut decides if we are safe or in danger. Our mental images are influenced by our inner landscapes but also largely by the pictures we see on the news channels every day.  When some Westerners hear “Pakistan” they think “terrorism”, “Islamists”, “oppression of women” and “Osama bin Laden” instead of  “IT professionals”, “tourism” or even “Benazir Bhutto”.

A holistic Global Competency model

For the development of global competency, I have developed a simplified model with five elements: knowledge,  attitude, skills, experience and body learning. I first explained this model in an article in the German-speaking HR magazine Persorama (Weinberger, 2013). I work with this model in executive coaching and it also helps junior professionals start developing their effectiveness in a global context.

What is Global Competency?

Global Competency is the ability to work effectively in a global, complex environment with a high level of stress while achieving goals sustainably and in accordance with your own resources. It is a combination of knowledge, attitude, skills, reflected experiences and body learning.

Let’s look at the different elements of Global Competency.

Knowledge

You can gain knowledge of a country’s history,  politics, economy, and religion.  It is helpful not to focus only on factual information but to prioritize all the topics you enjoy reading about. As mentioned previously, start with the home country and move on to the knowledge areas of other legislation. Areas of knowledge you need to study are the tax, social security, immigration, local employment law, business terms, compensation and benefits, country-specific history and processes.

Attitude

It is very important that you develop openness for ambiguity, the potential to accept new experiences and the questioning of your own cultural minting. Through making yourself aware of and verifying your own cultural beliefs, you develop a more open attitude. Once you understand and are aware of your own cultural attitude and behaviors you are able to change your behavior to be more effective. You want to develop a global mindset and become more open towards ambiguity and not knowing. You want to practice curiosity and learn to be humble and serving.

Skills

Through developing your foreign language skills, active listening and empathy you can gain better access to people of other cultures. In today’s technology-driven times I believe it is also important for a globally active professional to have media competency. It’s important to be effective in telephone and video-conferences, but also to be able to build connections via LinkedIn, Facebook and Twitter. If you are working in Global Mobility you will have to develop your analytical problem- solving skills, you need a feel for numbers. You want to develop your language skills (especially English). You might need consulting and communication skills. You need to improve the way you build relationships.  You need to work with information and communication technology effectively and have a grasp of Social Media.

Reflected Experience

When dealing with other cultures it is helpful to analyze critical situations and incidents. One option is the „search for the proof of the opposite. You could, for example, have an assumption about a person’s cultural behavior and then assume that it’s the opposite of your assumption and find proof for this theory. You can start to write an intercultural diary and reflect your assignee cases by applying systemic thinking. You need the ability to record cases, decisions, and exceptions. You need to able to note the details while not losing focus of the overall process. You could debrief challenging assignees with an external coach.

Body Learning

By learning dances or practicing martial arts, and relaxation methods you learn to focus and you will feel better in your body. Thereby you will be able to handle the stress and global complexity a lot better. A good physical constitution is helpful to remain globally competent and effective.  Other creative tasks such as painting, playing the piano and photography are also helpful. You want to develop a good routine for processing information. You can increase your presence in meetings and with your clients by following our advice on learning a dance, martial art or relaxation method.

Test your Intercultural Sensitivity

A lot of scientific work has been written on intercultural sensitivity. My favorite model is Milton Bennett’s developmental model of intercultural sensitivity (DMIS). This model is the basis for the Intercultural Development Inventory (IDI) by  Hammer and Bennett (2001).
Would you like to test your intercultural sensitivity with the IDI and see if you estimated your competence correctly?
If you would like to go through the test you can email me. The cost is CHF 97 including a debriefing.

 

Why buy us?

“Global Mobility” is currently undergoing a global transformation. New technologies, the constant evolution of companies, generational diversity and political situations have evolved the roles and lives of mobile professionals faster than existing policies can keep up, calling for a clear focus on the processes to be updated to cater better for the people driving Global Mobility.

Are you as a Global Mobility Professional feeling overwhelmed by the speed and scope of this ‘boom’? Perhaps you need to introduce yourself to the field and get a better, broader overview of Global Mobility. 

Maybe you are in HR or a line manager and want to ensure that you are becoming an employer of choice for younger generations demanding “Global Mobility” as a prerequisite for working with you. 

Or, you are just on the brink of deciding for or against an international assignment as an expat or expat family and want to understand the language we use better.

How we will help you

Working with “The Global Mobility Workbook” and Angie Weinberger will enable you to:

  • run your Global Mobility in a more strategic way by deeper understanding trends and drivers of Global Mobility
  • develop and sort out your legal framework, policies, guidelines, exception management,
  • give you models for improving how you explain what we do to the outside world,
  • support expats and their spouses and enhance their “Expat Experience” through training, coaching and deeper understanding of the psychological effects of cultural adjustment,
  • develop your professional profile and “Global Competency”.

In order to make the expat experience worthwhile for their careers and support for their families even better, it takes people who want more than ticking off a checklist.

It takes dedicated professionals and it needs personal communication with the entire expat family. We want to bring the human touch back into our process-driven work.

That is just the tip of what Global Mobility truly is, and the Global Mobility Workbook provides not only a baseline starting point to understanding the field but is a hands-on manual for people in HR, line managers, expats and their spouses.

What you can expect from us

  • Establishing the Global Mobility Brand. Strategic classification of international assignments for the “business case”, integration of the assignment in succession planning and more. 
  • Optimizing the Global Mobility Process. Optimizing the operational handling of Global Mobility in all corporate processes from recruiting, via talent development to localisation. We explain basic principles without the technical details that overwhelm beginners in the field.
  • Defining the Global Mobility Clients. Focusing on the experience of expatriates and their spouses, as well as on the process of monitoring those who are affected, including their safety and health. We also give an overview of emergency situations.
  • Building the Global Mobility Team. Presenting Global Competency as a key component in the career development of Global Mobility Professionals. It’s a mix of knowledge, attitude, skills, reflected experience and body learning. We also coach you along the way and develop an online learning plan together.

It’s a workbook so it engages you with:

    • Goal Setting: In the beginning of our journey together you set goals for yourself.
    • Homework: Most chapters come with a suggestion of a homework.
    • 12 Case Studies: In addition we provide downloadable cases studies from daily business scenarios. These present you with various international mobility challenges to engage with and analyze. 
    • 7 Templates: We share templates upon request.
    • 5 Tools: We send you examples how you can run your operations and projects
    • 3 Checklists: Global Recruitment, Relocation, Social security considerations
    • 12 months RockMeApp: Free access to the RockMeApp, our career planner and online coaching platform (value 250 CHF/USD).

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About the Author

Angie Weinberger is the Global Mobility Coach. She combines executive coaching, her long-standing Global Mobility expertise and workshop facilitation skills into programs for Global Mobility Professionals, Expats and Expat Spouses. She’s a recognized guest lecturer in “Global Mobility” and “Intercultural Management” and has worked in HR with an international focus for over 20 years.

Previously she wrote “The Global Career Workbook” (2016). She also wrote a German textbook on managing international assignment into and out of Germany published in 2009, 2010 and 2011. This publication triggered her interest in writing again.

Angie’s current projects include building the Global Mobility Function for a private bank, the development of a web application for online coaching called RockMeApp and RockMeRetreat

Angie also defines herself as an author, social media junkie and Bollywood lover. She has lived and worked in Germany, Switzerland, the UK, India and Australia.

When Angie is not working she enjoys hiking in the Swiss countryside, watches movies and overindulges on the cooking of her Pakistani partner.

Global Talent Deer

This article was first published on LinkedIn.

I need to get this off my chest before I start shouting it out loud: What is going on with global recruiting in 2018? On the one hand, we have a huge number of open positions in Zurich, we hear that companies cannot find the right candidates, war for talent, shortage of talent and all that. On the other hand, I speak to a large number of global talents, who cannot seem to get a foot in the door. We are talking about highly qualified, well-experienced and reliable GenX professionals with the right attitude and skill set. I blame the process, not the people.

We need to really up our recruiting game

Last week, I started to vent on Twitter. By the end of the week, I am more constructive. I did not want to touch the subject matter of recruiting but you are the evil twin sister of Global Mobility after all. We have so much in common. We came from the same womb of shared services. Today, we are both trying to get out of kindergarten of the center of expertise we were dumped into because we are considered “difficult to handle”. Take my hand and let’s walk this path together.

So, recruiting sisters and brothers, listen up. I am writing this post for you. I want to help my candidates have a better experience. I will share my client’s stories and we can always share our pink lunch box to discuss this further.

ATS – The Applicant Torture System

Most of the applicant tracking systems I currently see are a milder form of torture. Why do they never allow you to save a process in the middle? Maybe you did not yet write your cover letter. Maybe you get a phone call or you are interrupted during an upload. Also, they never give you enough space to upload your extensive collection of testimonials and certifications. They hardly ever give me a status update. That should be so easy to program. Here is where you are, then you get a drop-down or similar with a few status updates: We received your valuable application, one of our staff members has reviewed your application, we have forwarded your application to the hiring manager, you are in the pile of rejections, we might take a second look, we will call you for an interview, we will call you again. Maybe you could get an amazing copywriter to make it sound appreciative.

Going back to the 70ies with individual cover letters

Seriously? Do we need cover letters and do we have to make them several pages long? If you really want a well-written cover letter it will take the candidate at least 30 minutes if the person is a native speaker and good at writing. If not, it will take them an hour or two. Just to go into the black hole or to receive a robot response. If you want to get a candidate’s motivation it’s simple: We need to make a living in one way or another. We have studied hard, worked hard all of our lives and now we had to face a job loss/ offshoring/ burnout/ international move of the partner. You will not get a lot of additional value from the cover letter and if you must make it compulsory, can it not be a field where you can just write 200 words instead of an A4 Letter upload and all that?

The robot response

The robot response is a little bit disheartening even if you are packaging it nicely. With the GDPR I am not even sure if it is legal that you keep the candidate’s profile in your database. Have you considered writing a line that is a little more personal? In the old days, we used to give candidates feedback and give them a chance to call us by telephone. I guess that’s no longer possible since you are now based out of Wroclaw or Pune. But maybe you could give a hint, WHY the application did not match (especially when LinkedIn thinks you have 7(10) skills. Was it because the candidate seems too lazy as he did not write a cover letter? Was it because the candidate did not adjust his resume, because I told him not to do that? Did you maybe think he was too old, she was too expensive or too xxx? Give us an idea of what to improve next time.

Thanks for your interest in the role of (insert role here). After reviewing your details, we’ve decided not to progress further with your application. We’ll keep your profile in our database. If you are interested, we put new jobs on our careers website (xxx) every day. Thanks for your interest in working with us and we wish you success in your future job search.

The black hole

It’s hard for most of my clients when they receive a lot of robot responses but for many of us, a robot response is better than 0 response. I don’t understand how you can do this and still look in the mirror in the morning. A busy person is using 30 minutes to 2 hours of their precious life to communicate their interest to you and you do not even find it necessary to send a thank you note? Where you raised by wolves? Seriously, sisters and brothers, this is just not good enough.

The fake job

If you have just posted a job online you cannot tell a candidate 24 hours later that you have found an internal solution, changed the job profile or that you found someone from your network. It screams “fake job”. What were your trying to achieve? I don’t get it and I don’t think that posting a fake job all over the Internet will increase your credibility. You might raise your website’s ranking if you are a newly established recruiting company but who will come back to you a second time? You go back to play hide and seek with the kids in Kindergarten. I don’t think you are ready for school yet. If you must post a fake job for any political or whatever reason at least have the decency to check if the candidate matches other roles. Give them a call, try to see if you can work with them in the future. Maybe they would be great as freelancers.

The sick bird stays in his cage.
This is how a lot of global talents feel in Zurich.

Unconscious bias

Prof. Dr. Gudrun Sander pointed out in a superb webinar last week that unconscious bias is still dominant in the recruiting process. She gave examples of how a name change from a Germanic name to a Turkish name reduced the number of invites from 20% to 14%. When the same candidate wore a headscarf the number of invites went down to 4%.

I had written a (German) post in 2015 about how important it is that we train our HR Professionals in recruiting in intercultural competence. It seems that we have not really made progress since then. Maybe we even went a step back when it comes to diversity and inclusion in recruiting. If you are wondering why you don’t have any female candidates, for example, you should implement the actions Prof. Sander recommends.

Companies complain about talent shortage. Maybe we would find more talents if we took a different route and asked talents more about their needs. Examples could be a four-day week (at 100% pay), decent pay and benefits, home office options and family time. And for heaven’s sake could you please eliminate age brackets and other discriminatory items from your job profiles.

Could you also consider that the requirement “native speaker” is discriminatory? In my experience, most of the positions you advertise do not require native speakers but fluency. Be careful how you advertise language skills and you could have a lot more qualified candidates.

LinkedIn Easy Apply

If you use this function, please make sure that it is understood by candidates and companies alike. I don’t know why “your job profile has been shared with the job poster” is less significant than a formal application. Is that not already an indication of interest? How can technology become a process enabler and not just an annoyance?

Is there hope?

Maybe, after all, there is hope. Maybe we should bond and not wait for disruptors in the field. We can be stronger together! Candidates and recruiters. You could be Ginger and Fred, going on amazing dates, dancing wonderful shows together if you just learned to speak each other’s languages better. Ask the candidates about their wishes. Apart from a job, they mainly want to be respected. How can you treat them with respect? What would you do if the candidate was your next date? How would you treat them? What if the candidate was your next manager, supporter or friend?

These are questions you should be asking yourself, my dear recruiters. Now, do your homework and then you can come to school with us in the fall.

Share this post with all of your friends who are frustrated with their job search. Tell them to book a call with me.

Angie Weinberger

PS: You can book a call with me here if you dare.