Category Archives: Global Leaders

An Expert Interview by Sara Micacchioni

Csaba Toth is the author of the book Uncommon Sense in Unusual Times (2020), the founder of ICQ Global and the developer of the multi award-winning Global DISC™. I met him virtually at his place in Brighton that almost incidentally became his new home 16 years ago. Let’s discover together what he does in life and what his approach to interculturality is.

Author's Headshot
Csaba Toth – Author of Uncommon Sense in Unusual Times

If you were to give a pitch of Csaba Toth, how would you best describe him professionally? 

I will be very concise here: I teach uncommon sense. It is a mindset that allows people to see the same situation from different perspectives so they can make better decisions and they can choose to respond instead of just reacting so they can get the best possible outcome. 

In fact, when looking at cultural and personal differences, at the end of the day we’re dealing primarily with clashes of common sense. If you look at it in that way, the whole topic also becomes much more flexible and humane, instead of reducing it to a binary system where one must be right and the other must be wrong. Or where both are fighting in order to have their truth validated although both just hold their tiny version of the truth. 

Let’s move onto what was your journey. In your book you talk quite in detail about how you got to where you are now, but would you mind summarizing your career path for all our readers?

I used to love learning a lot (and I still do). Initially, I didn’t have clarity on where I wanted to get, so I studied Italian and obtained a master’s degree in Italian linguistics – an uncommon and unusual choice for someone who doesn’t know what to do in life (author’s note). As soon as I finished I came to the UK for the summer. That was 16 years ago and I am still here. Three years after arriving, I obtained another Master’s Degree in International Management at the University of Sussex and that was a bit more practical as I specialised in Eastern and Western European joint-ventures. My dissertation was about understanding the differences between Hungarian and Western European managers. Interestingly and against traditional predictions, the data showed that the gap between the old and new generations in Hungary was much bigger than the gap between the same generation in Hungary and Western Europe. This contradicted what we were used to and often are still used to learning in academia, i.e. that culture is country-specific. 

And what happened next?

Then I started my own company. It was about a restaurant listing: someone books a table and you get the money. It grew really really fast. We started with 35 restaurants here in Brighton and one year later we had already 5,500 all over the UK. On paper, everything looked perfect, but in practice I couldn’t stand the other CEO. Not because he was French, but because there was a big clash of common sense between the two of us. That was exactly the topic of my dissertation: I ran the largest and fastest growing restaurant listing business in the UK, I had years of experience, and yet could not make it work. 

But I was really keen on understanding what went wrong and how we could fix it. The final result of all the research I did led to what is now called the Global DISC™.

What was the major learning that you took away from this experience?

Best solutions are born out of frustration and pain. 

And most of us have a choice: do you want to just stay and complain? Or do you want to take responsibility for your growth and work towards finding the best solution? I personally chose the second option. 

In your book “Uncommon Sense in Unusual Times”, which I highly recommend to all our readers, you go deep into the topic and give a lot of details about Cultural Intelligence (ICQ). In your view, what are the difficulties that you encounter most often when you need to convince clients and other stakeholders of the importance of having thoughtful conversations around Cultural Intelligence? 

Book Cover

I think that the biggest obstacle is the perception that people have about ICQ since for the majority culture automatically equals nationality. So basically, if they don’t work in an international environment, they think this is an irrelevant topic. However, if you look at the research published in Management International Review (Kirkman et al., 2016)  where they compare 17 cultural containers, culture, gender and generation were the worst three categories of culture in terms of practicality and range of differences.  It makes sense as even if you don’t choose those specific cultural groups, you learn how to conform to them and you can navigate efficiently in that environment. 

Culture is not who we are, it’s what we’re used to

When you look at the different cultural groups that you choose, like your education, profession, hobby, you’re inclined to opt for the one that matches your personal preferences, because it feels comfortable and the right place where you can put your strengths at use. That’s why, to me, to understand who you are, your profession is a way more powerful clue than your country of origin. This is the biggest obstacle, i.e. that people don’t see that we belong to twenty different cultural groups at the same time and that your national culture is just a tiny container of that.

(If you want to read more about cultural overlaps and the concept of intersectionality, we published a post on the topic). 

Can you also provide us with a more practical and concrete example of these layers of culture, Csaba? 

Sure. Take your family members. Even if you talk with someone in your family, what are the chances that the other person belongs to the same 15-20  cultural groups like you?

Less than zero. That’s why I consider every conversation a cross-cultural dialogue. 

This leads the conversation into another topic of your book that you talk about in detail, cognitive diversity. Can you please tell us more about it? 

Cognitive diversity is about the diverse ways in which people think, behave and process information. The very different values that each of us share give us different perspectives and priorities. Like I write in my book 90 percent of business is interaction between people who think and behave differently. So, even if you have a team constituted 100 percent by Italians you’ll still be able to find cognitive diversity because all these people have different values. 

Just because we learn how to conform to the same norms it doesn’t mean that we are the same. 

If you look at research (Management International Review, 2016), having smart people in a team is no guarantee of success. In fact, 79 percent of potential is generally lost due to interaction gap and clashes of common sense. That’s definitely not good for business. To me the biggest obstacle is to raise the awareness that

intercultural equals interpersonal, not just international.

There’s a topic to which you dedicate an entire chapter in your book, debunking the myths of cultural intelligence, So I’d like to dig a bit deeper there. You specifically address eight of these myths, but do you think they’re equally rooted in people and that the same myths keep being reinforced over and over? Or do you see a gradual increase of awareness?

I think that change is slowly happening. What hinders this change is the presence of many established companies that sell international trainings as if they were intercultural ones. In fact, one of the insights of my research was that more than 95 percent of companies buy and sell to people solutions created in the sixties and seventies. You’ll agree with me I guess that there’s nothing wrong with loving our grandparents but we must recognize that we have very different challenges than them. So much has changed since then, just think of the easy access to the internet and international travel. 

Why do we want our doctor to be updated with the latest research but we don’t make sure whether who develops intercultural training has our best interest at heart? To me not being updated in your field should not be allowed and I find it unethical that in some less regulated professions this seems to be optional. 

Thank you Csaba for these insights and for sharing your view with us. Let’s move onto the projects you’re currently working on. Do you want to tell us more about that? 

20 percent of the business we do is training and corporate coaching, while the other 80 percent is certifying coaches and trainers to deliver the Global DISC™ that we created. Because it doesn’t matter how good we are, alone we’re not enough. First of all, we’re smarter together and secondly, our time is limited and so is our potential. That’s why we created a licensing model and that’s why we currently have almost 100 licensed partners in 33 countries. 

We also work with higher education institutions. At the moment, eight universities teach the Global DISC™ and this is amazing to us. It means that in academia too there’s the realization that students need to be prepared with solutions for a world that is constantly changing. 

I actually wish that this topic was taught in high schools though, or starting even earlier, because I believe that it would have a huge impact in people’s life. You could better understand who you are and what you stand for. Imagine if you could even like yourself. You would not need to bully anyone to feel important or hide to feel safe. If you can accept yourself  – and this is where we talk about self-inclusion – it’s much easier to accept others. Instead of depending on external approval, what if you could focus on yourself and who you are? To me this is the super power that I would like to enable others with and it is our final goal.

What would be the benefits for someone who decided to become certified in Global DISC™? 

We want to concretely support the coaches who decide to obtain our license and therefore we offer four gigabytes of training, sales and marketing material, and a portfolio of international accredited solutions. Licensed coaches also become members of a community on an interactive platform where they obtain the support and where they can get inspiration and guidance on how to further expand their businesses. In short, they become part of an environment where they can continuously grow. And it becomes a partnership in which we and our licensed coach give and receive in equal part. 

What about the ICQ Growth Mindset course that you repropose periodically? 

Oh, that’s by far my favourite masterclass. It’s a 4×90 minutes online in-person course through which you understand the underlying root of causes  of why we lose most opportunities, time and energy: friction with people who think and behave differently and friction with ourselves (self-sabotage).   You also gain guidance on how you can achieve more with the same amount of energy and time. The insights and tools that we offer can be immediately applied on an individual and team level. What I especially love about it is the blissfully challenging and psychologically safe environment that we create altogether. This is where the magic happens. And that’s why I’d never miss facilitating this course personally. 

The next one starts on 2 November 2020 and the registration process is already open. 

Is there one last message you would like to leave our readers with? 

Just remember that we all do what we consider right based on what we consider true to get the best outcome we think we can get, but at the end of the day we have no idea what is right and true or what the exact outcome is going to be. That is why we are smarter together. 

Resources

If you want to buy Csaba’s book Uncommon Sense in Uncommon Times, click here

If you want to get more information on how to become a licensed coach of the Global DISC™ get in touch with Csaba directly. You can send him an email (csaba@icq.global) or add him on LinkedIn

If you want to sign up for the next ICQ Growth Mindset course and see what it includes, click here

Last but not least, two books that Csaba would like to recommend:

Goldsmith, M. (2016). Triggers: Creating Behavior That Lasts–becoming the Person You Want to Be. Profile Books.

Chandler, S. (2017). Reinventing Yourself: How to Become the Person You’ve Always Wanted to be. Career.

About Sara Micacchioni

Sara
Sara Micacchioni

Sara Micacchioni is about to complete her internship as an Academic Intern at Global People Transitions, where she is responsible for research and quality assurance projects. She also actively supports the Managing Director and the Social Media Manager. At the beginning of 2020, she graduated from an international English-taught master degree in Intercultural Management at the University of Burgundy, France. In the past, she also carried out several short-term and long-term voluntary work projects in Europe and South America.

Sara lived, studied, and worked in seven European countries and speaks four foreign languages. She considers herself an interculturalist with a real passion for globetrotting. In her mission to travel the world, she has now ticked off 30 countries globally.

Connect with Sara on LinkedIn if you want to talk about Diversity and Inclusion, Intersectionality, Cultural Intelligence (CQ), Bilingualism, Digital Learning, Immigration or Low-Cost Travels.

https://www.linkedin.com/in/sara-micacchioni/

An Expert Interview by Sara Micacchioni

Interviewee's headshot
Petra

Petra lives in Hamburg and if you meet her in person, you’ll probably notice one of her eighteen shades of blue. Born and raised in Germany, one of her qualities is working in-time, which means to take care of customer’s leadership needs as much as possible in the Here and Now – also and especially when it’s complex and challenging.  She is a Global Leadership Coach and with decades of experience across international Business, NGOs and engagement for Women and Black issues, she has become a specialised Transformation Synergist.


Petra’s mission now is to support GLOBAL WOMEN IN/TO LEADERSHIP. 

But how she got there is a very unconventional story. 

In Africa they say, you know people by their name. And yes, Petra’s name already tells a story.  The german part, her father’s name Sorge, had been widely seen as ‘worry’. When starting to work globally Petra used its second meaning ‘taking care of’. Because that’s what she’s used to doing i.e. taking care of others professionals’ success. After her late marriage with an Afrobrazilian she decided to make her surname a bridge between cultures and became Sorge dos Santos, ‘care of the Saints’.

Petra was a pioneer in her field and  throughout her life she developed a certain focus on learning and teaching. At 21, while she was still studying Adult’s Education she also started her career. Funnily enough, she began teaching a class made up by male ex-soldiers only. Coming from the last only female class of a girls’ high school, at university she early noticed the lack of female professors and the absence of awareness about women’s issues.

She felt tremendously the urge to fill this gap and became one of the founders of  the NGO ‘Hamburg Women’s Week’ – where 260 female experts taught 9000 women in just six days, while the only men inside the university building took care of their children. Subsequently, she founded another NGO, ‘Denk-t-räume’, a women’s center for learning and research. Since then she’s never stopped doing what she loves which is empowering women and  changing the narrative around them. Let’s remember that for as much as the gap in gender equality is still a big issue today, addressing this topic thirty years ago must have been a totally different story. 

After finishing her diploma, she went into the field of professional career training. One of her innovations was to implement coaching sessions, at a time (the late 80s) when coaching was nearly unknown in Germany.

In 1992, she had the luck to meet Michael Grinder, NLP founder John Grinder’s brother. Since he specialised in applying Neuro Linguistic Programming (NLP) into teaching,  she was highly motivated to deepen her understanding of Neurolearning and two years later obtained a master’s degree in NLP.

In 1986, Brazil came in and changed her life.
She travelled solo for three months which felt like diving into a fascinating new world. A world which fascinated her with her tradition of music and dance but which also challenged her ‘Germanness’.

When she went back to Germany, she became a member of the first women’s foundation. Having lly get to know in person the power and competence of purposeful female leaders from the Global South. Coming back to her country that typically only saw them as needy migrants and that still considered even German women as inferior was quite a challenge. All this finally turned into her today’s identity of Globalista and it fueled her decision to become self-employed: in 1995 she founded CL!C – Crossculture Linking and Consulting. 

Global Leaders who deal with international teams and customers especially need to understand others and the cultural differences they bring at the table.  And this is where her expertise came in: for more than fifteen years, she trained international leaders and their teams to acquire more cultural competencies. This job opened her eyes to what the difficulties in leading with diversity often are.  It also made her perceive how the majority of Western leaders, on average male and 55 years old (in Germany), carry a serious deficit of cultural intelligence (CQ). 

At the same time, she also realised that well-qualified women who grew up, studied and worked in two or more  cultures/countries are very different in this sense. They can adapt to and navigate different cultures more easily. This is one of the reasons why Petra now focuses on what she calls Global Women and their different needs in becoming successful leaders.

 
Petra’s professional life was eventful and rich in changes. After her overseas consultancy had taken her to support women not only in Brazil, but also in the Caribbean and Angola, she became inspired to work on the radio. She created Radio Triangula where she focussed on Africa-Brazil-Hamburg, played nice-to-dance music and introduced to the public global men and women engaged across cultures. Later on she also hosted a local TV program called ‘Hamburgisch by Culture’ where she regularly held biographical interviews with her Hamburg guests. Bringing diversity into the media was quite a good way to balance her other job as a trainer of German male executives.
A serious health issue finally forced her to think her career over and – like she always tells her coachees –  to start focusing on what she really wanted. And that is to make leadership become more global, diverse and female both in quantity and quality.

Her personal goal is to bring all her expertise together in one project. For her, this means she will do more than  COACHING. Her virtual learning together with her trainer background calls for what is state of the art: ONLINE LEARNING.  This is also true for her target group: women who feel home in more than one culture, who don’t only live in Hamburg or Germany and who are definitely spending part of their working/learning time online. Starting her project  in English enables her to realise her vision of CONNECTING across cultures. Thirty years ago she already connected with one another female leaders from the Global South. Now, she wants to connect women who belong to the young generations. Finally, integrating her passion for media, she will talk about her global participants and expert role models through her podcast ‘Leadership Lights’ as well as her ‘Petra Global TV’ starting as a Facebook Live. 


So for her as well as for her participants it’s about “Leading with GUTS”

Example of tagline

What are the main obstacles in the work that Petra so passionately does?

“The main problem with Global Leaders is their lack of self-awareness.” This characteristic is, in fact, often overlooked and regarded as a merely private aspect of a leader’s life. But knowing yourself and being able to lead oneself is fundamental when it comes to working with others, especially in a globalized environment. Nowadays, with the digitalization of company culture, employees need leadership with personality more than ever.

Are you also attracted by the topic of Leadership and/or do you want to become an Intercultural Trainer? 

Then Petra’s main piece of advice for you is to widen your open-mindedness and nurture your curiosity. Her personal secret to success is, whatever career you decide to embark on, go for something you really want, do not follow the path someone else paved for you.

If you’re a student, you can choose courses in Cross-Cultural Management / Intercultural Communication led by professionals from the field.
If you’re already in international business you should consider taking a professional qualification on top. Aside from that, Petra believes that only by DOING you become an actual coach and trainer.  

Finally, let’s look at Petra’s recommended books: 

  • ‘Das Rebellische Eigentum’ by Peter Martin –the rebellious property. A Study on enslaved Africans, showing their many facets of rebellion, right from the start. 
  • I love myself when I’m laughing by Zora Neale Hurston – An anthology of the intellectual and spiritual foremother of the next generation of black writers.
  • ‘Dare to Lead’ by Brené Brown – a female reframe of Leadership by a famous TED speaker who pleads for starting from vulnerability.

Petra’s whole life has formed her into the global synergist of transformation that she is today. Her breakthrough program for Global women that she is promoting at the moment is called ‘Leading with GUTS’.
While combining a global mindset-work with understanding and including others and transformation with self-Awareness, it covers three parts of online leadership learning in this sequence: 1. Leading Self 2. Global Competence 3. Leading Others
If you are interested, register for her free challenge ‘Smartly Overcoming Leadership Barriers’. If you want to start on a smaller scale her Leading Self Kickoff might be interesting for you.

Example of an Online Challenge

Do you find Petra’s story as interesting and exciting as I did? Do you want to drop her a personal message? You can contact her via email or you can visit her website or podcast Leadership Lights. Or you can listen to Radio Triangular, live stream every fourth Saturday of the month at 5 PM CET. 


In order to support this  B2C-approach she is looking for partnerships which might also extend to a B2B-trainee program inside companies. The best way to contact her is via  LinkedIn.

 

About Sara Micacchioni

Sara
Sara Micacchioni

Sara Micacchioni is currently working as Academic Intern at Global People Transitions, where she is responsible for research and quality assurance projects. At the beginning of 2020, she graduated from an international English-taught master degree in Intercultural Management at the University of Burgundy, France. In the past, she also carried out several short-term and long-term voluntary work projects in Europe and South America.

Sara lived, studied, and worked in seven European countries and speaks four foreign languages. She considers herself an interculturalist with a real passion for globetrotting. In her mission to travel the world, she has now ticked off 30 countries globally.

Connect with Sara on LinkedIn if you want to talk about Diversity and Inclusion, Intersectionality, Cultural Intelligence (CQ), Bilingualism, Digital Learning, Immigration or Low-Cost Travels.

https://www.linkedin.com/in/sara-micacchioni/

Emergency

If you are on my reader list you have probably known me for a while now. In all those years of us interacting with each other did I ever let you down? Did I ever mention that I was “under the weather”, “have a migraine” or “that I am on sick leave.”? 

Do you remember when that was?

Because the last time I remember that I was not working because I had the flu was in 2011 when I was still working for PwC. You probably didn’t know me then. The last time I was hospitalized with a slipped disk was in 2007 in Frankfurt. I’m considered an active and healthy person at almost 48 years (Yes, rub it in…). As you know from Pandemic – Part 1 I can go skiing for a week despite the fact that I’m not exercising as much as I should. 

Come #Day4 (Tuesday, 17 March 20) and I think I will die alone in my apartment. After the hasty return from skiing and emergency managing work on Monday I felt extremely dizzy that morning. I was concerned that I was going to faint. I wanted to get tested for CORONA-Virus. I made an appointment at my doctor’s practice for the afternoon. I was willing to pay 200 CHF (that was the price I heard). I just wanted clarity on what was going on with me.

Emergency

The Dark Side clouds Your Judgement

My doctor suggested I was having an anxiety attack from being alone at home and from reading everything I could about CORONA. He said that my blood and blood pressure was fine, heart rate fine and that he couldn’t hear anything worth noting in my lungs. Also, he mentioned that they didn’t have enough tests so only “serious cases” would be tested. I wasn’t even a “case”. I was just imagining… The dark side had taken over obviously. I felt stupid, like a little reprimanded 7 year old asking to stay home from school for nothing. Went home and (oh surprise) was calm, composed and better. 

I worked more than normal, because (as you might know) I’m dealing with immigration issues, health and safety topics and I run a start-up. I had new team members to train from the home office and a lot of stuff needed to be organized now that is usually done by other people…such as making sure I have something to eat. In week 2 I had a migraine and other issues but women get that stuff (although it’s never been so bad…). I reminded my doctor one more time in writing that I wanted to get tested and why. In the meantime, two friends from skiing were confirmed positive.

After the second week of quarantine was over, I informed my doctor and the cantonal health authority  that I felt okay and that I would like to ask my partner to return home now. The doctor had previously instructed me to “clean the bathroom”. You have to know that we have a rather small apartment in central Zurich. I was concerned that my partner could get infected through me which is why I had asked him to move out while I was in quarantine.

Kylo Ren must Breathe

To be honest I had breathing issues in St. Anton and my chest hurt sometimes. My friend said that I was snoring at night. Like everybody else though I was in strong denial. I thought it could be the virus but there were also a lot of other options (mountain disease, overconsumption of Schnaps, lack of general fitness, a tight nose…). 

I should have listened to my body instead of the doctor. From #Day17 onwards I found it hard to talk on G-Hangout, my voice was straining, I was getting tired easily. (I can hold full-day workshops and lectures normally.) My stress level was at peak because I didn’t sleep well at all. #Day18 and #Day19 I just hoped for the weekend.

#Day21 I need to go to bed in the middle of the afternoon. #Day22 finally Saturday and I’m outside collecting twigs, returning the recycling, making decorations, spring cleaning and building a bird gym. 

#Day23 I spent painting and offline. I was in my happy place, the post on the Pandemic Part 3 was almost done and I felt I was finally productive again. I felt that we would manage to survive this pandemic as a couple, as a family and as a team.

Suddenly, I felt like Kylo Ren had put his mask over my face (how did he do that?). My breathing was harder, the chest pain became worse and I sat at the open window counting to 10. When I lifted the washing basket I saw stars (not the ones outside). 

This was not me. The dark side had taken over my body. I was out of force.

The Corona-Jedi

On Sunday night we decided to call the Aerztefon. Despite a few technical Internet issues I got help and an ambulance took me to the hospital. Sunday night after a CT the doctor confirmed, that I have #COVID19. 

Many of my symptoms over the last three to four weeks were probably COVID19-related. As soon as I was lying there I started to relax. I felt safe. I could finally sleep well for the first time since we left St. Anton. (…)

The Hirslanden clinic in Zurich is well-equipped to deal with COVID19 patients. They have great nurses and doctors. I had a nice view, birds singing in the morning and evening. The food was excellent. On Thursday (#Day27) I was released and asked to join the rebellion.

I’m now staying in a temporary place until a spaceship picks me up because my partner is in quarantine at home. I feel fine today as I’m writing this. I still need to bring my energy level back to 100% but I can proudly say that I’m now a CORONA-JEDI. 

In my view, the “mild” version of COVID19 should be rebranded to “the Rollercoaster”. Looking back I think I went through five loops of feeling better, then worse, then better, then worse etc. With every loop a new area of my body was under attack. RIght now, I still have a mild fallout and I tend to become tired out of the blue. 

In case you are now in the situation where you are not sure about your symptoms please request to get tested with urgency. If the cabin fever is getting too hard to handle, please reach out to me. We can talk this through. You will be fine eventually. Don’t make the same mistake and wait too long. Get clarity now and deal with the dark force. Check out my 20 missions below and don’t be a stranger.

Thank you to everyone who messaged me last week. I really needed to hear your words.

Have a creative week ahead!

Angie

 

20 Quarantine Missions

40) Get to know the dark force. Watch this video by @chriscuomo. Once I got that, I decided to get up and move in my “isolation cell”. Since the beginning of the lockdown in Switzerland I have taken in the fresh Zürich air as often as possible even if it means wearing a pashmina in the summer. Get up and move.

41) Try Claudia Horner’s Online Active Meditation. I’ve been trying to show you active meditation in this video in SloMo. You can do this in a small confined space as well.

42) Make Something Creative with Coffee. Coffee powder is useful to save plants.

43) Learn to Bake German Vollkornbrot. This is a great skill to have at any time, anywhere in the galaxy. Even in Bothawui the traders sometimes accept German Vollkornbrot as a currency especially when they have digestive challenges.

44) Start A Wish Book. A wish book helps you to write down what you are wishing for and keep it all in one place. I’m at wish No. 1281 right now. It’s important to make concrete, motivating, always present, imaginable, sensible and ethical wishes. They should be open-ended (because otherwise we call them goals.).

45) Upgrade The Home Office. Get a few classy products via home delivery by Papeterie Fischer. They still have toilet paper and their service is completely personal.

I would like to buy that globe for my upgraded home office. Seen at @paperterie_fischer_ag.

46) Read A Paper Book. Discover the good old bookstore again.

47) Take a Bollywood dancing tutorial with Stuti Aga Dance Company.

48) Follow real Subject Matter Experts and Scientists. Here is a wonderful analysis by @maithi_nk in GERMAN. This is a well-explained analysis of where we right now in the pandemic and what to expect by maiLAB. She has a few followers.

49) Buy That Camera. Take an online photography class and work on your technique.

50) Plan A Journey to A Country You Didn’t Dare to Go Before Covid19. What’s the worst thing that can happen? That you catch diarrhea? Ha.

51) Write That Novel You Have Been Talking About. If that’s too scary, write a guest blog for us on the #pandemic and how you are coping with it from wherever you live right now. Baby Steps, honey. 

52) Conduct one Expert Interview per Week. Post your video on Youtube or a write-up on LinkedIn. Give the Subject Matter Expert the credit, exposure and funding they might need right now in order to continue their life’s work.

53) Use ISOS. If your company is a member of “International SOS” download the ISOS App and sign up NOW.

54) Send an Orchid to an Elderly Person by chipping in the CROWDFUNDING of Hans-Peter Meyer and his wife from SwissOrchid. You can follow them on Instagram too.

55) Make a fasting cure for a few days. Angela Warm offers webinars on cleaning and cleansing. She also mixes the most amazing soothing creams. https://warmwellness.com/

56) Go Wild with Online Karaoke. I haven’t tried this because I prefer to sing in the bathtub with Chris Mann singing Phantom of the Opera. However, I think it would be a lot of fun. I also love this song “Thank you Frontline”.

57) Write the SWISS Emergency Number on a Big Display. This way you don’t have to search when you’re unwell. Remember 144 is for life-threatening emergencies. For #COVID19 call the “Aerztefon” if you suspect you have #COVID19 and cannot reach your doctor. 0800 33 66 55

58) Go on a Movie Date. Order a pizza or piadina from SPIZZATI and watch a movie with a date online. There is FB Watchparty, streaming etc but you can also watch TV together and use the commercial breaks to talk via WhatsApp call. During the moving you just mute yourself. That way it feels as if you are watching together.

59) Join A Hackathon Like this One. Hackathons can be a high energy, adrenaline filled event for coding enthusiasts, but they are now coming together to do global good, like the Versus Virus Hackathon. Considering joining it if you are eager to help.

60) Pack an Emergency Backpack w/ Essentials. Toiletry, toothbrush, shampoo, soap, comb, brush, razors, cream and vaseline, eau de toilette, medicine, paper and pen, a pocket book, phone, charger, headphones, wallet, passport or ID, medical information (allergies), emergency contact numbers, cash, jogging pants, one change of clothes and underwear.

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#CoronaCatan

Do you know the board game CATAN? I’m rebuilding a spaceship in my living room. Sometimes it is also called home office. I’m looking for a few items that I don’t have right now. Maybe you want to get rid of them in exchange for other essentials. I’m looking for a good microphone, an external CD drive, binoculars / opera glasses and a big globe. I would also like a telescope. I can pay in the currency of toilet paper, yeast and pasta.

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Self-Isolation Instructions

If you need to self-isolate (anywhere in the world) these instructions might be helpful.

https://www.bag.admin.ch/dam/bag/en/dokumente/mt/k-und-i/aktuelle-ausbrueche-pandemien/2019-nCoV/merkblatt-selbstisolation-covid-19.pdf.download.pdf/covid-19_instructions_self-isolation.pdf

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Do you like conspiracy theories?

Various novel-like Holocaust scenarios circulate on the Internet that report the outbreak of a biological weapon from Wuhan. The last one I read scared me a little but then I thought it must be FAKE news because according to this theory I would be dead right now and it’s weird that I’m still able to write to you if I was dead right? So I dug a bit and found a good site to verify whether what you are reading is real or just another conspiracy theory. What annoys me even more than conspiracy theory (where at least I can appreciate the storytelling element of the writer) are those former doctors, virologists or others who downplay the Corona-Virus. These people are responsible for stubborn elderly citizens still going to supermarkets and pharmacies thinking that COVID19 is just “like the flu”. The other people that annoy me (please unfollow if you belong to them) are those who think that a 2% mortality rate is acceptable. Either they don’t understand statistics (please unfollow) or they are just nazis or social darwinists. A 2% mortality rate is high.

Example Switzerland: They say for “herd immunity” you need about 60% of the population infected and healed from COVID19. 

8’200’000 x 0.6 = 4’920’000

4’920’000 x0.02 = 98’400 (UNLESS a CURE is found before).

By now you know at least one person who is infected so think about this. I’m still unhappy about the lack of CORONA Tests in Switzerland. It took Switzerland five weeks to get organized for mass testing. An app is being discussed to track and trace infected people and their contacts.

This is a country that is one of the biggest pharma exporters in the world, supposedly has one of the highest standards in healthcare in the world AND practices “WAR Scenarios” constantly. Am I missing something?

Further reads:

https://amp.theguardian.com/books/2020/mar/05/theres-something-out-there-spread-of-disease

https://mobile.reuters.com/article/amp/idUSKCN20M19I

COVID19

Dear Clients,

It’s Easter Monday and I hope you are safe. I will tell you about my journey with #covid19 shortly. In case you are wondering if we are working…Yes, we do work. However, I’m on sick leave for a few more days recovering from #Covid19.

My Covid-19 Update No. 3 ~ 13 April 2020

 

– Our RockMe! Executive Coaching sessions are offered only on G-Hangout until at least 30 April 2020.

Our Terms and Conditions: We don’t charge any cancellation fees for short-notice cancellations during this state of emergency. We understand if your children are crying in the background and need your attention. As of 1 May 2020 T&C will apply again.

– #GlobalMobilityAcademy Workshops will be postponed to a later point in time, probably not starting before 1 July 2020. There will be homework to be completed before the courses start. You will be informed by email.

#TransitionCoaching: You can book coaching sessions in case you wish to get through any type of transitions. Sessions are limited to 90 Minutes.

#RockMeApp: Online support is available 24/7 via our #RockMeApp. Everyone who signs up by 17 April 2020 gets free access to our RockMe! online program. I wish to help you through this. Hence, this is a gift!

#HireMeExpress: If you are looking for a job right now check out our #HireMeExpress program. Sign up by 17 April 2020.

#GlobalPeopleClubSandwich: We will continue to blog here. ~> Sign up to get our updates “The Global People Club Sandwich”.

~> Guest Bloggers: We accept guest bloggers if you meet our guidelines.

 

 

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***Global Mobility Folks***

Please join the Expatise Academy Portal for group chat and online support. We offer a very special #COVID19 deal on the full content right now.

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– If you’re moving to online coaching and want to try out the #RockMeApp email me to angela@globalpeopletransitions.com. We can help you move from physical 1:1 to online in a GDPR-compliant way.

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Recent legislative and policy changes in many countries around the world seem to be signaling a global shift from open market to a form of protectionism. Today, I would like to discuss what exactly this is and how it impacts everyone in Global Mobility, using the example of an upheaval close to us: the dreaded Brexit.

Before we delve into Brexit, let’s take a look first at how open market policies were and still are beneficial to Global Mobility.

Open Markets and Free Trade

It all boils down to the fact that free trade agreements specifically include concessions for mobility. Combined with reduced taxes and government programs to encourage foreign investments, this literally opened the door for GM professionals to successfully ply their trade in different countries. Another step later down in this pipeline is the streamlining of visas and entry requirements – all things that promote the movement of skilled professionals across borders.

Brexit: An End to Unrestricted Movement

The political machinations that led to the UK deciding to part ways with the EU, that is, Brexit, have been discussed far and wide and I will not be going over them. If you are looking to brush up on it, the NY Times and BBC have good summaries here and here, respectively. Relevant to this discussion is the fact that the British people have been promised that Brexit would mean an end to the EU’s famed free movement, that is, the right of people from mainland Europe to live and work in Britain. This is a form of protectionism, the term mentioned earlier. Protectionism refers to the economic curtailing of foreign imports through tariffs, quotas, and other governmental policies. Cutting down on the import of foreign workers falls under it, in direct opposition to the free movement that made the EU a unique success story in world history.

Common sense identifies this as a detrimental idea, not only to GM professionals but to long-term economic stability and growth, yet so few speak up against it – the very fact that Brexit is happening is evidence of that fact. Why is that so?

Fear-based Politics Is a Tool of Suppression

A major reason for that is the fear-mongering stoked by politicians, particularly about how immigration and immigrants “steal” the jobs of the locals – this belief is particularly strong among the working class who rally behind all attempts to close down free movement. Unfortunately, this spread of fear works on everyone, at various levels, especially in these times of economic hardship, it is easy to buy into the idea that immigrants are responsible for the worsening economy or the lack of jobs. No one likes to step out of their comfort zone, especially to speak up about uncomfortable topics.

The result? While Brexit has been lingering for years, the political uncertainty it has led to is already creating ripples across the GM community. Companies will be faced with increasingly challenging situations when seeking to move the talent they want, into the location where they are needed most.

Many companies are moving out of or planning to move out of the UK, taking with them hundreds of thousands of jobs from locals. Clearly not the best-case scenario.

This unpredictability is not limited merely to the immigration aspects of Global Mobility, as taxation and exchange of information would become increasingly sophisticated, making it more difficult for companies and authorities to work out and resolve issues of governance and tax payment. A potential problem that arises from this unpredictability is not knowing how the UK will treat its laws and legislation dealing with worker rights, taxation and other aspects that were based on relevant sections of EU law. That is something troubling corporations and experts in finances, taxation and mobility alike.

Another factor determining why we haven’t been more outspoken about the ramifications of politics on our field is the overabundance of fake news. When someone’s statement is countered with aggressively presented “facts”, the people believing in those “facts” can end up influencing others and drowning out our voice of reason.

Does anyone remember the infamous “Brexit Bus”? Despite being proven to be a falsehood, that “fact” is considered one of the major reasons the Brexit referendum was won by Leave. Despite people speaking up about the falsehood of that “fact”, the Brexit Bus still swayed millions with its lie. How does one make themselves heard in such a scenario?

Echoes of Brexit Around the World

Brexit and EU are not the only places where this tidal wave of fear-based politics and misinformation have had an impact on Global Mobility. In March 2018, Australia ended one of its most popular work visas for global professionals with claims that the visa was taking jobs away from Australians, replacing it with one that was a lot more stricter on professionals and companies alike. The USA’s stance towards the mobility of foreigners is also of note, targeting millions of Muslims from around the world, and about the same number from south of their border through the implementation of various “travel bans”. These policies have been crucial in disrupting nearly all companies that source their talent globally.

As these roadblocks mount, we are faced with a unique, ever-growing challenge of navigating political opposition to its core tenant and unpredictable laws that can spring up at any moment. Given this uncertainty, what we can do at this turbulent time is developing a series of rapid response protocols/procedures that allow us to stay on top of these shifts while carving out a longer-term plan for navigating these changing political waters.

We need to stay relevant

As mentioned by Tracy Figliola and Gina Vecchio in their excellent article “Global Mobility Coming of Age” (The International HR Adviser, Winter 2019/2020) we are currently at the crossroads of extinction or expansion of our profession. As I’ve been working on expanding our skillset and mindset over the last few years, I would certainly hope that we step up our game this year.

If we want to continue adding value as a function we need to show through our actions that we are finding solutions to all those ever more complex issues. I usually hold back my political opinion here and on social media for fear of attracting trolls and haters but I committed yesterday to support “outsiders” more, and to work with an even more diverse team in 2020.

We need to think big and start with baby steps at our own front yard. For example, I will work with an intern from Africa this year. My clients come from around the world but we can still do more to encourage global competency development and break down the barriers to Global Mobility. We can set examples and work on positive changes in our realm of influence whether we are expats, expat entrepreneurs, scientists or Global Mobility Professionals.

PS: As a lecturer and Expatise Academy Advisory Board member I recommend the Master Course in Global Mobility at Erasmus University. As the Registration deadline is approaching you should decide fast and read more here.