Author Archives: Angie Weinberger

Are you one of those settled professionals who suddenly had to get out of the last job? Did you love to write as a high school senior but figured a career in journalism would take too many years of crafting the art?

Maybe this is the time in your life when you want to get back into the habit. Perhaps this is really the time when you want to consider starting a writing career in Switzerland. 

Seven Reasons to Start a Writing Career in Switzerland

1)   You cannot handle frustrating meetings any longer

2)  You don’t want to conform to the typical 8 AM to 5 PM working day

3)  You’ve decided that you finally want to feed your passion and earn an income out of it

4) You’ve always been good at telling stories and want to do it more consistently

5)   Your values constantly clash with your company’s values

6)   Parenthood completely overwhelmed you

7)   Your partner got a wonderful –it-was-always-my-dream-to-move-to Switzerland-Singapore-Santa Barbara-kind of job offer and you are in a new country without a professional network.

How many of these points can you tick? If you can relate to at least one of them, I encourage you to keep reading what comes next. 

Four Signs You Feel the Urge to Develop Your Creative Side

1)   You neglected writing in order to earn a living but you always journal during your holidays.

2)  You did not know you were more creative than others until a psychologist told you.

3)   You are bored and need to do more than painting your nails, cooking and washing clothes to satisfy your creativity.

4)   You are going through a transition and that triggers the urge to WRITE, PAINT, SING, PLAY AN INSTRUMENT…

Your writing could become a new source of income for you. You will probably not land a bestseller overnight but even publishing a book has become rather easy in the age of kindle desktop publishing.

It is important that you have the skill of language composition and you know your grammar well.  Unless you wish to become a literary fiction writer,I don’t think you need a diploma in writing though.

Three Tips to Start a Writing Career in Switzerland

#1 Guest Blog

You could guest blog for “Hello Switzerland” for starters or submit your articles to www.ezinearticles.com. They also have good writing tips there.

http://blog.ezinearticles.com/

http://www.helloswitzerland.ch/

https://www.contently.com/

https://serp.co/content/what-is-content-marketing/

You can also check the categories on our website to see if you would be a good fit as guest blogger for Global People Transitions. We’d be happy to read your content! Write to angela@globalpeopletransitions.com if you’re interested. 

#2 Join a Community of Writers

As a large and international expat hub, Zurich has a great community of writers and independent authors and there is a lot to learn.

http://www.nuancewords.org/

https://rowinggirl.com/

https://zurichwritersworkshop.com/

http://www.dicconbewes.com/category/writing/

http://triskelebooks.blogspot.ch/2013/11/tis-season.html

#3 Educate Yourself with a Good Mentor

If you need a kick in the b… I recommend you read Jeff Goins’ blog. He is a motivator for aspiring writers and authors.

What’s your experience with blogging and writing?

Please share with your best friend. You can also leave us a comment below if you feel like sharing with our Club Sandwich readers. 

 

Choosing home and school languages How will my child learn German best now we have moved to Switzerland? Which German should they learn first, Swiss German or High German? Living with several languages forces you to juggle your child’s needs and your family’s future. In this talk for international parents with young children, Monica Shah Zeeman will present strategies that will help you plan your children’s language learning in the multi-lingual school environment in and around Zurich. 

Why parents should choose early education Learn about brain development and the foundations of your child’s learning in this talk about how to fulfil his or her individual potential. Preparing your child for a brighter future and school success is not always easy but once you know what to look for in your child’s early years learning environment you are well on your way. 

Choosing between school systems in Switzerland Should parents choose a Swiss or an International School? And what is a –Swiss International school? There is a great choice of schools here, each with their own curriculum, language/s and culture. The school you choose has implications for your child’s future. Monica Shah Zeeman founder and Head of Children First in Zurich will share her experience of the pros and cons of each and explain some of the differences between schools and routes to university. 

Reflective Parenting and Presence Play We all want to be engaged parents once we get home as well as keep energetic at work. Children keep you on your toes, they are a challenge as well as a joy! In this talk Monica Shah Zeeman founder of Children First Association presents new strategies including Reflective Parenting and Presence Play to help working mums and dads to act confidently in unpredictable situations and to develop their children’s independence. Sometimes being a parent is harder work than going to the office but no-one gives you any training in it. 

Career and Children: Is it possible? After having a child, your worldview changes forever. Your career, however, is still a huge part of your identity and which will ultimately benefit your family greatly if you pursue it. Many new mothers deal with guilt and the pressure to juggle it all perfectly. With many flexible options and changes in the workplace today it is more possible than ever not just to have a job but to pursue a meaningful career. Having the right network and strategies in place will be key before finding the right job or starting your own company. Monica Shah Zeeman 

will teach you how to manage family expectations, find a support network while living abroad, arrange childcare and important considerations in building your career path in Switzerland. 

Daycare languages How many languages should my child learn at once? What’s the difference between one daycare and another? What do they learn in the early years? If your preschool child is growing up with more than one language come and hear early years expert Monica Shah Zeeman talk about daycare with a difference. 

How to choose a bilingual daycare Developmental daycare is an early years setting where the teachers care about how your child is developing and learning as an individual. Language adds another dimension in a social group. 

Choosing the best school for your child There is a great choice of schools, each with their own curriculum, language/s and culture. The school you choose has implications for your child’s future and ability to realize their educational potential. Get informed from the get-go! 

Parenting Multi-lingual Children We meet parents whose children could speak 5 languages – how to choose which one to encourage first, in which order can they learn to minimize confusion, how can we get results that suit our individual family? This talk can be arranged with individual families. CHF 50 per 30 minutes. 

Choose Zoom or a talk in your company (distance due to Covid regulations apply). 

About the speaker: Monica Shah Zeeman, Children First Association, Founder and Head 

Monica Shah Zeeman has been working with international families since 2006 to support their lives abroad. Founder of Children First, her diploma from the renowned Tavistock Clinic in London informs Children First care and educational services and she runs parenting courses and workshops for teachers in Zurich, Switzerland. 

Monica is the Education columnist for Family Matters (an online magazine in Switzerland) and author of Heinemann Management series ‘Working with Parents’ for secondary school teachers. 

September 2020

TCK

A natural consequence of the international professional, accelerated in recent years through increased globalisation and advances in Global Mobility, is the rise of Third Culture Kids, or, children who have grown up in cultures that weren’t the passport cultures of their parents. This term originated through the work of American sociologist Dr. Ruth Hill Useem in the 1960s. You can read more about her legacy here.

Given that the term has been around for so long, some of these children have now grown up and are referred to as ATCK (Adult Third Culture Kid). Therefore, it is important that their unique experiences and those of current TCKs are recognized and better understood, as they will be shaping the future. I’d like to do just that.

TCKs Have an Expanded Understanding of the World

Research has clearly demonstrated that TCKs are more tolerant of other people, their beliefs and cultures because of their broader world views. This allows them to build relationships with all cultural backgrounds, which makes them great international assets as professionals. However, They Can Suffer From Identity Crises

A person’s self-esteem and identity is intrinsically linked to their attachment to the social constructs of culture, the sense of belonging that comes from such an attachment can often be lacking in TCKs, given that they are uprooted from their origin culture at a young age and thus they can become culturally “homeless” if their transition into the new culture is not smooth.

Often, the reverse can happen as well, with the TCK adjusting smoothly to the new culture but becoming alien to the original one. This fear is something expat parents frequently bring up with me and I always suggest that parents try to maintain a link between their children and the culture of their homeland. A great way to do that is through books, particularly those that spark the imagination of inquisitive young children. In fact, Cukibo has a range of delightful and enchanting books geared specifically for expat children that will help them learn and remember what makes their home culture so wonderful. Do read more about this series, it is called Journey to Another Homeland.

TCK’s Identity Issues Lead to  Difficulties

These identity issues, at such a critical time of psychological development, can lead to further problems down the road for TCKs. They have trouble adjusting to adult life as the feeling of not having roots like those with cultural “stability” can lead to frustration and a further loss of self-esteem. Their values can be compromised as well, particularly if the home and expat cultures have complementary cultures.

TCKs Develop Excellent Intercultural Competence

That is solely due to how the Global Mobility has changed in recent decades. Previously, most expats moved once, overseas, and built a life there. That is no longer the case, with expats moving multiple times and bonding with more and more diverse people. It is not uncommon for TCKs now to belong to 3 or more cultures, and as part of their upbringing they develop the capacity to function effectively across national, ethnic, and organizational cultures.

TCKs Also Boost Global Mobility

Surveys have shown that TCKs retain a desire to travel and move once they reach adulthood. Their professionals careers, consequently, have a focus on international travel and mobility. The influx of these ATCKs into professional spheres is pushing greater mobility and emphasis on the international aspects of their development: multilingualism, high cultural intelligence and sensitivity.

There is no denying that TCKs face the kind of challenges that non-expat children do and by overcoming those challenges, they grow up into the kind of three-dimensional and evolved professionals and human beings that are slowly ushering the world into a new era of globalism and open-mindedness.

Schools are also taking the TCK’s into account more and more. You can read more about how international recruiters can solve the family education and support internationally mobile families here.

An Expert Interview by Sara Micacchioni

Prof. Tamara Pawluk is specialized in cognitive diversity and inclusion. She has collaborated with teams designing Diversity and Inclusion campaigns and training teams to leverage diversity potential. Her professional goal is to contribute to any organization where diversity is seen as a key factor to achieve competitive advantages. Interestingly, she also works as Project Manager for Diego Romero Music to support her husband in bringing Argentinian and Latin American music into the European market. 

In early September I  met her in her apartment in Berlin to get inspired by what she does. 

Who is Tamara Pawluk in a nutshell? 

I am an interculturalist by profession and by mindset. I like working with people from different cultural

Headshot
Prof. Tamara Pawluk

backgrounds, I am a curious person and I like to listen to stories. I have the feeling that everyone has a story to tell and that even when they think it’s not interesting, I always find it fascinating. I mean, we’re all protagonists of our lives after all.
I also love learning, not only from books and manuals but especially from people. I love to be amazed by what others do in their professions and act as a connecting bridge between them. 

I’ve been teaching at college for six years. I love doing classes and helping people develop their talent and discovering their potential together. Currently I am mostly dedicated to webinars but I keep teaching within the startup I work for, Expertlead

I am  a very family-oriented person too and love spending time at home with my husband and my friends, playing cards or board games, watching Netflix…or going outside to practice roller skating (and failing miserably) 😉 

Can you tell us a bit more about Expertlead and your projects there? 


Our core business is trying to build a solid network of freelancers. However, we do this in a very human-centric way i.e. guiding them through a professional self-discovery journey and helping them plan their career development. We mostly work with IT professionals: front-end and back-end developers, mobile developers, software development engineers, architects, project managers, designers and data scientists. We try to understand what exactly each of them brings to the table and only then we do the matching. We don’t just feel responsible for ensuring that they get paid for their job, but we also worry that they are performing tasks that they really enjoy.  Besides that, we also do webinars on professional branding, CV improvement, train the trainers, stakeholder management, and soft skills training. 

As the head of freelancer management, I strive to help freelancers be the best versions of themselves.

One of the Diversity and Inclusion projects we’ve just launched is our blog series “Freelancing Women in Tech” about which I am really enthusiastic. We interview female freelancers within the network and discover together their success stories and obstacles they encounter in the IT field as women. 

You can have a look at the blog and at our recent articles where we interview a female iOS developer and a female software engineer

There is a lot of potential in IT when it comes to D&I and we’re trying to get in touch with other associations that might be connected to a wide and diverse talent pool. For example, we’d like to partner with associations for refugees that promote IT educational programs and other initiatives of this kind. If you are one of them, don’t hesitate to get in touch! 

Would you like to share with our readers the learning and career path that brought you to the position you so passionately hold now? 

Well, there are a couple of relevant episodes that really marked my professional development. The first was at the age of 15 when I got into an exchange program with people from around various parts of the world. Thanks to this, I got to spend lots of time with people from Tunisia, South Africa, Russia, you name it. Even if I was “just” a teenager, I was amazed by how much you can learn just by actually allowing yourself to be open to everything. That’s basically how I start to learn from people and about people. This marked me so much that it led me to choose my next degree, a BA in Intercultural Management. 

What other salient events happened next? 

Then I had the opportunity to work as a ghost in a haunted mansion at the famous Disney World Park in Orlando 😉 You might wonder what this has to do with what I do currently but…

There I had a conversation with a colleague of mine that really made me start reflecting about a reality I hadn’t been faced with much until then. And so I started getting curious about the topic of diversity and more in particular about gender and sexual orientation and the role that this plays in identity. This was such an eye-opener that I decided to make Diversity and Inclusion the focus of my PhD, creating a fusion with the topic of Intercultural Management.

Finally, the last piece of the puzzle fell into place when I met my husband who is a musician. I want to contextualize this: my parents are doctors and when I entered the field of Social Sciences they thought this was already weird. But what they accepted even less easily was me having a musician as my boyfriend. During this phase, I realised how important the role played by professional identity is in our lives. Now they love him as well as his music.

And so I landed in cognitive diversity, i.e. valuing people for the different ideas that they bring at the table and the different experiences they had in life. This brought me to Talent Management and to Berlin, where I currently live. 

I can really say that being part of an amazing team at Expertlead really enables me to bring together all the different aspects of culture identity in which I am a specialist.

What are the major challenges that you face in your industry? 

When it comes to Talent Management, unconscious bias for me is the main obstacle. Too often, I find that  people very easily allow their own prejudices and pre-formed opinions to shape the situation they’re faced with as well as the idea of the person they have in front. The issue with unconscious bias is that in a few seconds, you’ve made up your mind and from that moment you don’t allow yourself to be wrong anymore. 

But we need to change this and learn to admit that we can be wrong about the first impression. We need to learn to get rid of our assumptions, become better listeners and let the new information come in. This is especially important when you work with diversity.

This is interesting. How do you help people raise awareness about their own issues with unconscious bias?

When I encounter new clients, I always start with the most simple biases. I avoid talking about biases linked to gender, race, sexual orientation etc from the very beginning because they might make it difficult for people to let their barriers down.

I’d like you to run this small social experiment. Next time you’re in a group, just try to draw three boxes on a paper and ask three volunteers in front of you to write three words about diversity on the sheet. What happened? 

I can bet that now all boxes contain a word. But have you actually ever asked them to write the words inside the boxes? If you followed my instructions carefully, you did not. 

Yet, if you try to ask people to explain the reasons why they wrote words inside the boxes, you’ll see that they will struggle a lot finding the answers. And this is what a bias is about: thinking/doing something automatically and without second thoughts.

I tried this each semester for six years, and not in a single group was there a volunteer who did this differently.

That’s brilliant and quite an eye-opener.

Now, what education would you recommend to somebody who would like to embark on a career similar to yours?

Well, I’d start by saying that when you deal with jobs around Intercultural and Talent Management, I think it’s really important to find a good mentor. Follow someone in the field to whom you can relate professionally and let yourself be inspired by what they do. It’s not an easy-to-answer question because we, professionals in the intercultural field, very often have a different background. 

Definitely, here in Europe there are a lot of academic courses you can decide from if you want to study this at university, and having studied in Argentina where options are really limited, I don’t know even half of them. 

I am pretty confident when I say that the field of diversity allows for different career paths and allows you as well to find your own professional identity.

Certificates might open a gate or two but they won’t drive your internal need to make a change. It’s relatively easy to obtain certifications, but the most challenging and most important is finding the inner spark inside. Only this will make you thrive. 

What’s your recipe for success? 

Be yourself and be authentic to who you are. You’re never going to be happy trying to pretend to be someone you’re not. One of my mottos, and this is borrowed from a teacher, is 

“Never stay where you don’t want to be.”

Considering that you probably spend half your existence at work. My tip is, if you have the privilege of deciding where you work, choose well where you want to spend your time.

Is there a final thought you’d like to share with our readers? 

You might not be able to change the world, but if you manage to change only one person, you’ve changed a world.

If you want to be in touch with Prof. Tamara Pawluk you can connect on LinkedIn or write to her on Facebook. You can also subscribe to her Youtube channel.

Tamara is also busy writing her book on Diversity Management which she’ll publish in 2021. Stay tuned! 

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/

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/