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Biases and prejudices are burdens that confuse the past, threaten the future and render the present inaccessible” ~  Maya Angelou. 

Although international organizations have Diversity and Inclusion objectives, in the vague sense of it as it were, yet according to a report by KPMG, 2018, many are falling short due to failure to understand how Diversity and Inclusion impact Global Mobility programs. 

Another survey by KPMG highlighted that the majority of Global Mobility Programs do not have specific Diversity and Inclusion objectives as part of their department’s strategy. 70% of the companies that do have diversity and inclusion practices in place stated that this was due to a strong business case for diversity across all areas of the business. 

At this juncture, it is important that we define “Female and Minority Talent”. While what you consider as a minority will depend largely on your home base country, where your headquarters is based, I recommend that you consider all of these groups:

  • BIPOC: The acronym BIPOC refers to black, indigenous, and other people of color and aims to emphasize the historic oppression of black and indigenous people.
  • LGBTQ+: LGBTQ+ stands for Lesbian, Gay, Transgender, Queer, and other sexual identities and genders.
  • Religious and cultural minorities in your home and host countries.

We previously discussed the obstacles women face in Global Mobility. We also raised the why question. This is about the how.

As rightly posited by Tom Paton, diversity is slower to gain reception in areas where prejudice or centuries of deep-rooted behavior may persist. Unconscious bias is when a Sponsoring Manager is preparing to send only white men abroad to fill a business gap. 

What you will see is often unconscious bias against female talent because the Sponsoring Manager assumes that a woman has a house to keep and children to raise. Sometimes the prejudice is just as simple as “women don’t do this kind of job or can’t work in this country”. There is a strong stereotype that women with children don’t want to work abroad. 

Meanwhile, data shows that 88% of women feel that they need to go on an international assignment to advance their careers (PWC, 2016). The study shows that 73% of women in Financial Services wish more transparency on opportunities overseas. The lack of transparency in overseas opportunities leads minority groups and women to be underrepresented as they are not aware of the opportunities. 

Consequently, companies have smaller talent pools as the communication of overseas opportunities is often rather ambiguous. The outcome of the survey by KPMG brings a little hope in this aspect, as nearly half of the companies surveyed indicated that the review of their Global Mobility processes will result in broadening communication to employees about opportunities. 

We all want to maximize the potentials of our pool of resources. 

There is enough evidence that companies having both gender diversity and ethnic and cultural diversity are more likely than ever to outperform their less diverse peers. 

McKinsey’s most recent report ‘’Diversity Wins’’ outlines that companies in the top quartile for gender-diverse executive teams are 25% more likely to have above-average profitability than companies in the fourth-up quartile. The outcome for ethnic and cultural diversity is equally appealing. Therefore, the business case for diversity and inclusion is clear, it is time for us to take matters into our own hands.

Here are our top six tactics to give female and minority talent a seat at the Global Mobility table.

1 – Identify Strong Candidates: This boils down to eliminating all forms of prejudices, stereotypes, and biases. Regardless of being male or female, it is important to create a system of identifying those who are qualifying for international work and projects. The key points to consider for an ideal selection are performance, potential, and if needed proficiency with the relevant languages. Use your performance and potential data and don’t just rely on “gut” feeling about candidates. Make sure that you have “hard skills” added to your HR System so you can search talent by language or IT skills.

2 – Select Candidates Based on Intercultural Sensitivity Tests: Every candidate that meets the requirement for being sent on an assignment should go through an intercultural sensitivity test.  We must stop making the assumption that women with children are unwilling to take up an international assignment.  Not only can women be willing to receive an assignment, but they are just as capable of accomplishing great things and succeeding as their male colleagues.  On another note, the potentially stressful or dangerous context in the host location might be a deterrent for some employees, but before assuming, have a conversation with your potential assignee. You have to ensure that your selection process is based on data and facts, rather than sentiments. Work with a professional to assess their intercultural competence. At GPT, we use assessment tools such as the Intercultural Development Inventory or  Individual Cultural Blueprint Indicator.

3 – Provide Global Guidelines for Recruiters: This sounds simple yet very profound. We have witnessed the surge of different “expatriates” such as Cross-Border Commuters, Virtual Assignees, Global Nomads, International Business Travelers, and Commuters. In Global Mobility, if we want to be inclusive, we need to offer support to all of these people, their families, and their needs have to matter to us. Here are my ideas for your global recruiting guidelines. 

4 – Enhance Intercultural Intelligence Across all Levels: “Intercultural intelligence means suspending judgment until enough information about the other person becomes available; paying attention to the situation; cross-cultural training that increases isomorphic attributions, appropriate affect, and appropriate behaviors; matching personal and organizationally attributes; increasing the probability of appropriate organizational practices”  Now is the time to promote intercultural intelligence within your workforce population. Offer “Unconscious Bias” training for your senior managers and ensure your senior managers lead a diverse workforce. Expose them to other cultural styles.

5 – Offer an open Job Platform: Most companies work like Twitter. You have fans and followers and people who watch what you are doing closely. Instead of organizing talent programs, you can make your global job market transparent. All talents want to be given a fair chance at success and you need to find ways to motivate more introverted busy bees as well. Part-timers often need more recognition and sponsors who help them be seen for opportunities. 

You might want to rewrite all your job postings to be more inclusive and reduce the white male-dominated language. You also need to reduce the profiles so they match real professionals. As I mentioned in “The Global Career Workbook” most job profiles I’m reading have been written for Superman and Wonderwoman. According to a study by Hewlett-Packard, women only apply for jobs when they meet 100% of the requirements while men already do so if they meet 60% of them. This finding is often quoted in articles to prove that women lack confidence. It is never wrong to boost up your confidence, but the reason behind the figures seems to be something else. 

According to an article by Tara Sophia Mohr, the reason why women apply less quickly is because of the bias that women need to meet more qualifications than their counterparts. Secondly, from a young age girls are being taught to follow the rules and are being rewarded for doing so. This often leads to a rule-following habit that makes women believe that if they don’t meet all the requirements, that they shouldn’t waste their or the HR Manager’s time and energy. So, don’t post vacancies that only heroes can fulfill as you will miss out on many potential candidates. 

6 – Target Your External Job Ads to Female and Minority Talent: When you post a job profile on LinkedIn, you can pay for as much or as little exposure as you want and target it to a very specific audience. Indeed, if you manage your campaign effectively by targeting Female and Minority Talent you not only show your support, you also help your brand. Mention that you wish to hire women and minorities explicitly. Posting jobs online is like getting applicants in real-time. Online announcements can help you either increase your efforts to attract more candidates or even prevent candidates from applying if you’ve already found the right person for the job. If you are looking for younger recruits in particular, then e-recruitment is probably the single most effective and efficient strategy possible; in the US, for instance, 98% of the 18–29 age group are active internet users. It can help if you build a fan base through a specific topic and use this fan base for building your female and minority talent pipeline.

We’re offering a series of free workshops in advance of our upcoming #HireMeExpress fall group program.

Workshop 1:  Partnering Masters – Building Effective Relationships 

with Angie Weinberger
Thursday, 24 June 21 

from 4 PM to 5 PM CET

Workshop 2: Powerful Missions – Having a Voice in a Sea of Noise 

with Angie Weinberger
Thursday, 1 July 21 

from 4 PM CET to 5 PM CET

Workshop 3: Planning Money – Bringing Financial Security to your Life 

with Keren-Jo Thomas
Thursday, 8 July 21 

from 4 PM to 5 PM CET.

We promise friends, fame, and finances.

#hiremeexpress #humantouch #globalmobility #expats #digitalnomads #networking #minorities #diversityinclusion #financialplanning #retirement #friends #fame #jobalert #jobs

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Why only 25 percent of international assignees are women

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The Ultimate Holiday Reading List for Minority Expats to Reinvent Themselves

https://globalpeopletransitions.com/the-ultimate-holiday-reading-list-for-expats-to-reinvent-themselves-start-2021-with-a-plan/ 

Why we Need to Push for More Minority and Female Expats in Global Mobility

https://globalpeopletransitions.com/why-we-need-to-push-for-more-minority-and-female-expats-in-global-mobility/

Every Expat and Spouse Should have the Best Experience – Why we Need to Transform Global Mobility

https://globalpeopletransitions.com/every-expat-and-spouse-should-have-the-best-experience-why-we-need-to-transform-global-mobility/

https://www.globesmart.com/blog/four-ways-organizations-can-support-their-lgbtq-employees/

References:

KPMG. (2018a). Inclusion and Diversity: How Global Mobility can help move the Needle. KPMG. Retrieved May 13, 2020, from https://assets.kpmg//content/dam/kpmg/xx/pdf/2018/06/global-mobility-inclusion-and-diversity-how-gms-can-help-move-the-needle-FINAL.pdf

Kramer, S. (2018). How Inclusion and Diversity Impact Global Mobility Programs [Report]. Retrieved 15 June 2021, from https://fowmedia.com/how-inclusion-and-diversity-impact-global-mobility/ 

McKinsey & Company. (2020). Diversity Wins: How inclusion matters [Report].
https://www.mckinsey.com/~/media/mckinsey/featured%20insights/diversity%20and%20inclusion/diversity%20wins%20how%20inclusion%20matters/diversity-wins-how-inclusion-matters-vf.pdf

Paton, T. (2021). DiversityBusiness.com | News. Retrieved 15 June 2021, from http://www.diversitybusiness.com/news/diversity.magazine/99200881.asp 

PwC. (2016). Women of the world: Aligning gender diversity and international mobility in financial services. Pwc. https://www.pwc.com/gx/en/industries/financial-services/assets/women-of-the-world.pdf

Why Women Don’t Apply for Jobs Unless They’re 100% Qualified. (2014). Retrieved 15 June 2021, from https://hbr.org/2014/08/why-women-dont-apply-for-jobs-unless-theyre-100-qualified 


“We need to take a stance and stand up for minority and female talent now.”  @angieweinberger

Are you a Senior Manager or a Global Mobility Professional, perhaps the Manager of the Global Mobility Program in your company?

How many times have you had the realization that your Global Mobility Program is not diverse enough? Are you concretely working to achieve your company’s Diversity and Inclusion (D&I) goals and do you foster more inclusion within your team?

Let’s see together how you can actively help to fill the current gap in diversity seen across organizations. 

What is a “diverse and inclusive organization”? 

An organization is diverse when it encompasses all aspects of the employees from age, gender, ethnicity, sexual orientation, family status, and background. However, an organization is also inclusive when minority groups participate in the decision-making process and contribute to breaking the career glass ceiling. Besides being meaningless, diversity without inclusion does not drive team performance either (Czerny and Steinkellner, 2009). To quote the Prime Minister of Canada Justin Trudeau, “inclusive diversity is a strength.”

Why do we need more minority and female talent in Global Mobility?

A KPMG survey highlighted that the majority of Global Mobility Programs do not have specific Diversity and Inclusion objectives as part of their department’s strategy. But why is that? 

According to 59% of the respondents, the reason is that candidates for international assignments are chosen by the business unit and not Global Mobility. This is true, however, why should you not encourage the business line to include more minority and female talent in their selection. Should your role not be to challenge the business when they always promote and select the same kind of talent?

Another 31% consider the movement of people to new countries and cultures as diverse and inclusive by its very nature and do not think that further D&I goals are needed. We think this is too short-sighted and a biased view of the world. Diversity and Inclusion at this stage need to be more than affirmative action. We need to actively push to integrate more minority and female talent into our expat populations. 

What you consider a minority will depend strongly on your home base country, usually the country where your HQ is based. However, I strongly recommend that you consider more second-generation immigrants, People of Color and refugees.

Only 41% of the respondents say they have D&I objectives as part of their Global Mobility department strategy.

You certainly have acknowledged that meeting these goals is not easy. Here are the common challenges faced by most Global Mobility Programs.

1 – There’s a data gap on most aspects of diversity 

Apart from gender and gender identity, there is a  scarcity of mobility-related data on most demographics (KPMG, 2018a). This makes it difficult for Global Mobility Teams to identify problem areas and solutions related not only to religion, ethnicity, and disability status but also to educational, professional, and socio-economic backgrounds. 

2 – There are still too many biases and stereotypes

As you can easily guess, this issue particularly affects how women are represented within the international mobile population. Currently, women only make up from 20% to 25% of it (PwC, 2016; MacLachlan, 2018), which shows how much more work is needed to fill the gap. 

The good news is that 88% of the women (PwC, 2016) feel that they need international experience to advance in their careers. The bad news is that there is a strong perception that women with children don’t want to work abroad. To make it worse, traditional mindsets still typically associate men with international assignments. 

Interestingly, however, the data doesn’t say the same. 66% of women would be happy to work abroad at any stage of their career (vs 60% for men), and only 17% of women cited the well-being and education of their children as a concern preventing them from embarking on an international assignment (vs 22% of men).

How many times have you consciously or unconsciously assumed that someone would not be able to perform their jobs effectively due to the situation in host locations? Or that they simply would not want to go on assignment due to family constraints, for example? Before assuming, just ask. 

3 – There’s a lack of transparency over who is assigned and why

Let’s look at gender again. Data speaks loud and clear, and it’s worrying. 

According to 42% of women (PwC, 2016), organizations don’t have a clear view of employees who would be willing to be internationally mobile. This means that you may be choosing from a narrower pool than necessary. 

What’s more, only 13% of women who have been on assignment said that their employer has a program that positions Global Mobility as a core part of an employee’s career plan. 

4 – There’s a lack of flexibility in assignment choices 

You might not know that shorter and more flexible short-term assignments are notably more popular among women than men (PwC, 2016). In particular, women tend to give favorable consideration to frequent business travel based in their home country, fly-in/fly-out commuter assignments, short (6-12 months), and very short-term assignments (less than 6 months). If you expand the list of available options, you can match a wide variety of business demands. 

5 – There’s a lack of diversity among the pool of candidates 

In traditionally male-dominated types of work, such as construction and mining, casting a wider demographic net may be impossible. Likewise, some candidates may not go after mobility opportunities because they feel they are out of place. This explains why, for example, women, older workers, and people with disabilities may not raise their hands for relocations to oil rigs or construction sites. At the same time, minority groups may feel discouraged because they lack role models.

6  – There are barriers posed by external factors 

The definition of family has expanded to include same-sex couples for most mobility teams — rising from 17% in 1999 to 70% currently (KPMG, 2018a). However,  attitudes and laws in many countries have not kept pace. A majority of countries don’t allow same-sex marriage, and homosexual acts are illegal in at least 69 countries. According to the Human Rights Campaign Foundation (2021), there are still 7 countries where there is the death penalty for same-sex sexual conduct. 

How can you benefit from being more inclusive?

Even though it may seem that the global business case for boosting Diversity and Inclusion is clear, the reality is still shockingly stuck in the last century. I even observe that we have gone back three steps in supporting minority and female talent over the last 25 years.

In my view, if you want to expand your global competitiveness, you need to be a pioneer of equal opportunities, promote acceptance and understanding, and highlight the value of each of your employees. You need more than unconscious bias training for managers. You need to establish facts. And facts are only established with data.

1 – You tap into a bigger pool of resources

Establish concrete goals for sending minority and female talent and persistently work towards achieving them. You will then automatically broaden the pool of talent from which the mobile population is drawn. This way, you will also help ensure that the executive pipeline reflects your customer base, developing a more diverse group of future leaders. Report the data regularly to your Senior Management. Without data, nothing will change.

2 – You control costs better

One of the main mobility cost drivers is not related to pay packages and policies as such but to the fact that companies often have a limited choice of candidates for assignments. A broader talent pool facilitates assignment success and indirectly helps control costs better. You depend less on only one candidate and can negotiate better packages if you have a broader pool. You probably also have better candidates if you have more than one in the pipeline.

3 – You improve your brand and reputation as an employer of choice

Having international experience is nowadays a precondition to reach top managerial levels within many multinational companies. Employees develop essential skills and build a network that boosts their careers immensely. It’s therefore important that you promote mobility as part of your talent brand. If you do that, you will also be advantaged when competing for minority and female talent. In your reviews and competition for being an “Employer of Choice”, offering international opportunities to minority and female talent will put you ahead of the competition.

Resources 

https://www-srf-ch.cdn.ampproject.org/c/s/www.srf.ch/article/18661443/amp

Murchie, F. (2020). Women on the front line. Relocate Global, Summer Issue 2020, p.13 https://content.yudu.com/web/fiqy/0A3p9yp/Summer-2020/html/index.html?page=12&origin=reader

https://attitude.co.uk/article/meet-the-head-of-the-united-nations-lgbtq-staff-network/23388/?fbclid=IwAR3iICb0qbAqf2lZWoerrUxYTkKIIgBrd7qBs3EWtgReDadvT54I9BoEDi0

https://www.vox.com/policy-and-politics/2020/5/18/21260209/facebook-sheryl-sandberg-interview-lean-in-women-coronavirus

https://www.theatlantic.com/business/archive/2020/06/three-degrees-racism-america/613333/

 ​https://www.bbc.com/worklife/article/20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder 

https://www.fidi.org/blog/expats-with-disabilities?utm_source=linkedin&utm_medium=socialseeder&utm_campaign=2020+07+%2F+01+-+Expats+with+disabilities%3A+why+the+lack+of+accessibility+is+holding+us+all+back

References 

Czerny, E. J. & Steinkellner, P. S. (2009). Diversität als Basis erfolgreicher Teams. Eine ressourcenorientierte Betrachtung. Unpublished Working Paper, Vienna: PEF Privatuniversität für Management.  

Human Rights Campaign Foundation. (2019, Sep. 23). World Report 2019: Human Rights Watch Country Profiles: Sexual Orientation and Gender Identity. Human Rights Watch. Retrieved June 18, 2020, from https://www.hrw.org/video-photos/interactive/2019/02/28/human-rights-watch-country-profiles-sexual-orientation-and

Human Rights Campaign Foundation. (2021, April. 23). World Report 2021: Human Rights Watch Country Profiles: Sexual Orientation and Gender Identity. Human Rights Watch. Retrieved June 04, 2021, from
https://www.hrw.org/video-photos/interactive/2021/04/23/country-profiles-sexual-orientation-and-gender-identity 

KPMG. (2018a). Inclusion and Diversity: How Global Mobility can help move the Needle. KPMG. Retrieved May 13, 2020, from https://assets.kpmg//content/dam/kpmg/xx/pdf/2018/06/global-mobility-inclusion-and-diversity-how-gms-can-help-move-the-needle-FINAL.pdf

KPMG. (2018b). Inclusion and Diversity in Global Mobility. KPMG. Retrieved May 13, 2020, from https://assets.kpmg//content/dam/kpmg/xx/pdf/2018/06/global-mobility-inclusion-and-diversity-how-gms-can-help-move-the-needle.pdf

Maclachlan, M. (2018; Mar.). Why Female Talent Are the Future of Global Mobility. Learnlight. Retrieved June 18, 2020, from https://insights.learnlight.com/en/articles/female-talent-future-global-mobility/PwC. (2016). Women of the world: Aligning gender diversity and international mobility in financial services. PwC. https://www.pwc.com/gx/en/industries/financial-services/assets/women-of-the-world.pdf

Rise of Women

Picture this scenario: a leading multinational company needs to select somebody with the right skills to establish their first overseas division and they have two equally strong candidates. Alice just got married and, in their best intentions but without consulting her, leadership decides that she would not like to go on assignment as she is likely to be starting a family. The opportunity is therefore offered to George. 

What do Alice and George think twelve months later? 

Alice and her husband wanted to get the wedding out of the way so that she could pursue her dream of going on an international assignment. She was shocked about not even being consulted. But it all worked out for her in the end: she is now working overseas for one of their competitors and is very happy in her role.

For George, the company’s decision really came at the worst time. His wife and he were about to tell their families about their first baby. But he still said “yes” to the opportunity and eventually convinced her wife to try that out. However, it was very tough on her and she ended up being sick through the whole pregnancy. When the baby was born, she had no support network. This situation also impacted his performance which was much lower than back home. For this reason, the company decided to bring him back. 

I bet it’s not the first time you are faced with this scenario. Wrong assumptions and stereotypes are in fact one of the reasons for which women continue to be highly under-represented within the expat population

However, there are a few positive sides that make the rise of women in Global Mobility look somewhat brighter than some time ago. Take policy and awareness for example. In 2011, only 12% of CEOs saw poor retention of female talent as a key business challenge, and only 11% were planning policy changes to attract and retain more female workers (PwC’s Annual Global CEO Survey). Yet, just a few years later, 64% of CEOs worldwide confirm that they finally have a diversity strategy and 13% of them are planning to adopt one over the next 12 months (PwC, 2016a).

What’s to Celebrate?

When we look at data, it’s important to break it down. If it’s true that the percentage of expat women swings between  just 14%  and 25% (Mercer, 2017; PwC, 2016a; PwC, 2016b), we cannot bypass the significant differences between regions and industry sectors. For example, while expat women in the energy and high tech sectors are only 8-11%, the percentage for the life science sector is 23%. Companies in the service and retail sectors also generally tend to have a higher percentage of women expats. 

Other research (Communicaid, 2017) provides an even more optimistic picture, showing us how the proportion of expat women grew slowly but steadily from 1980s onwards.          

And always on the bright side, among those employees who have already had an international experience, 47% of the female and 53% of the male respondents confirmed they had completed more than one international assignment. In addition, based on their most recent international experience, 84% of women said that they would repeat a similar experience, and 93% state that they would recommend an international assignment to a colleague (PwC, 2016a). 

Last but not least, 73% of women working in Financial Services believe that they have equal opportunities than men to undertake international assignments at their current workplace (PwC, 2016b). This percentage is encouraging in comparison with the 50% of women taking part in the previous year’s millennial survey who believe that promotion is biased towards men (PwC, 2015).

Even with something to celebrate, we shall keep in mind that these variations don’t change the overall conclusions: we are still decades away from seeing this percentage rising to 50%. Predictions show that, in the best case scenario, this will be reached only around 2050 (Mercer, 2017) 

How can you benefit from having a more expat women ? 

1 – You will Facilitate Better Assignment Selection with a Broader Talent Pool 

One of the main mobility cost drivers is related to the limited choice of candidates ready for assignments. By inviting more women to the club, you create more options for your company and indirectly to control costs better. The more good candidates you have, the better will your selection be and the higher the chances that you don’t have to sell an incredibly overpriced assignment package.

2 – You will Record a Higher Assignment Success Rate

The When Women Thrive report highlights that women are perceived to have unique skills that are particularly relevant for expatriation, including flexibility and adaptability (39% vs. 20% who say men have those strengths); inclusive team management (43% vs. 20%); and emotional intelligence (24% vs. 5%.). In short, women tend to build cultural bridges better than men and work in a more sustainable manner.

3 – You will not only Attract, but also Retain Talent

Female demand for international mobility has never been higher than now, with 71% of female millennials wanting to work outside their home country during their careers. Also, 64% of all women interviewed said that international opportunities were critical in attracting them as well as keeping them with an employer (PwC, 2016).

If you want to be successful in attracting and retaining female employees, you need to have a talent brand with international experience as a core element of your employee talent proposition. 

Are you not yet convinced that more expat women provide a huge added value to your company?  In our previous post, we give other proofs of how a more diverse expat population makes you a more profitable and valuable company. 

Seven Obstacles to the Rise of Women in Global Mobility

1 – Strategy

Like the majority of international organizations, you too might be currently challenged with a lack of alignment between Diversity & Inclusion and Global Mobility. This is a crucial issue that you should be working to solve as soon as possible. When goals and data are discussed with Senior Management, Global Mobility Managers need to have a seat at the table. 

2 – Policy

Many Global Mobility policies have originally been developed for male assignees with children and a “trailing” spouse. It’s 2020 and this needs to change. Make sure your policy addresses the issues of expat women and new types of families – single parents for example (the vast majority of them being female), or same-sex couples.

3 – Nomination Process

As we mentioned in our previous post as well, too many times there is still a lack of transparency over who is assigned and why. Companies often don’t have a clear view of those employees who would be willing to be internationally mobile. And like in Alice’s and George’s stories, unconscious bias still plays a considerable (yet invisible) role in the selection of the right candidates. Because of the prevalence of stereotypes that associate women with family, female employees are usually not  even asked even if they would be willing to consider. 

I’ve been there personally as well. 

And if you want to take a small journey into the world of the unconsciously biased HR world, have a look at this insightful article on gender decoding. 

4 –  Non-Diverse Host Locations 

This is probably not such a big issue (apart from a few very critical war zones and dangerous locations). The issue, instead, is the assumption that expat women won’t be accepted because of the fixed gender roles men and women have in the host location. As a matter of fact, expat women in India have automatically a higher status than local women. And in some Muslim cultures, as long as you wear a ring implying that you are married, you can be seen as highly respectable and you will be treated accordingly. 

5 – Representation

While Global Mobility Managers are often female, women don’t benefit from the same representation rate at the upper levels. This means that Senior Leaders and Executives in Global Mobility are mainly men. As a consequence, there is an issue of lack of awareness at Senior Management level, and this is especially true in traditionally conservative countries.

6 – Lack of Visible Assignment Opportunities for Women

65% of female employees (PwC, 2016a) are still unhappy with the little transparency of their companies over the availability of opportunities for overseas assignments. 

It’s time that you make opportunities readily accessible to all, including underrepresented talent groups!

7  –  Lack of Human Touch 

The lack of Human Touch and/or previous bad Expat Experiences might stop women from actively seeking opportunities for international exposure.

In fact, teams are often too busy focusing on the many operational aspects of the mobility program and fail to design a human-centric Global Mobility program for their expat population. 

If you haven’t started yet, do it now. Talk openly about diversity in your policies and encourage internal discussion on this topic. Communicate about role models and success stories.

Six Potential Solutions  for a More Inclusive and Diverse Global Mobility Program 

1- Set Clear Diversity and Inclusion Goals  for Global Mobility

Global Mobility and Diversity and Inclusion teams need to set realistic yet challenging goals for increasing the number of female assignees AND female department heads in Global Mobility. According to KPMG (2018), only 41% of the organizations surveyed had clear D&I objectives in place. Without specific targets nothing will change! 

2 –  Allow for More Flexibility by Having Different Assignment Types 

New types of assignments and flexibility are making things easier for women and employees with family responsibilities to go on assignment. As I reiterate in The Global Mobility Workbook, Global Mobility should not systematically be synonymous with traditional Long-Term Assignment. In fact, even if those remain the most preferred assignment type by both genders, women favour 6-to-12 months’ assignments more than men (37% vs 29%). The same can be said for assignments shorter than three months (10% vs 5%) as well as frequent business travels (36% vs 32%) (PwC, 2016a).

3 – Identify and Understand What the Real Barriers are 

Do you actually know what the real barriers to inclusive mobility are for your workforce and organizations? If you’ve never measured in which way your current policies hinder women’s mobility, it’s time you act NOW.  Stop simply assuming the barriers to gender inclusiveness and understand better where the actual issues lay. That’s why I recommend intercultural training for all Global Mobility Managers.

4 – Give More Visibility to Female Role Models

While 68% of men feel that there are enough male role models of successful expats in their organization, only 48% of women feel the same about female role models (PwC, 2016b). This impacts negatively the wider female talent pool of companies and their Global Mobility programs.  If you want to help fill the gap, take active measures to drive awareness of the positive experiences of successful expat women within your organizations. 

At page 24 of this PwC report you can read a short and inspiring testimonial of a Tax Partner and Expat Woman role model. 

5 – Use More Gender-inclusive Language 

Too often Global Mobility policies still refer to their globally mobile workforce with masculine pronouns. At the same time, they would make you assume that Expat or “trailing” Spouses should be female. Well, it’s 2020 and this is not anymore the case. If you want to make your program more inclusive, start from how you address your talent. The UN has recently published new very helpful guidelines that can definitely be useful for your policies too.

6 – Foster a Supportive and Inclusive Culture

It is absolutely critical for your company to move away from the restrictive gender stigmas of the past if you wish to unlock your full global workforce potential. Your ultimate challenge is to create a culture where all your employees are on board with diversity and recognize how valuable this is.

Our message is clear: Global Mobility strategies that do not fully include women will simply not deliver to their full potential.

How we can Help you

If it all makes sense to you but you don’t know where to start from, this is why we’re here. Here are four ideas on how we can help you.

  1. We deconstruct your expat nomination process and review your existing policies for inclusiveness.
  2. We improve the language you use in communication to make them gender-inclusive and we also help you sprinkle them with “Human Touch”.
  3. We conduct an analysis of your Expat Experience and identify unveiled barriers for female expats and their spouses.
  4. We facilitate transition workshops with expat women in the host country, and prepare female candidates for potential expat assignments through our exclusive 1:1 Executive coaching program RockMe!

PS: I want to tell you two more things.

Are you looking for a board member mandate in Switzerland? Have a look at VRMandat and Stitungsratsmandat and check how they can support you.

Look up the above links also if you’re trying to expand your board of directors.

Resources

Read the insights of the 4th edition of the Advance and HSG Gender Intelligence Report.

https://stiftungsratsmandat.com/de/

https://www.vrmandat.com/en/

https://dorothydalton.com/2016/03/11/gender-de-coding-and-job-adverts/

https://www.bbc.com/worklife/article/20160929-where-are-all-the-expat-women 

http://www.internationalhradviser.com/storage/downloads/Gender%20Bias%20in%20Global%20Mobility%20Developing%20Female%20Leaders%20PwC.pdf 

https://www.shrm.org/resourcesandtools/hr-topics/global-hr/pages/women-expatriate-workforce.aspx 

References 

KPMG. (2018). Inclusion and Diversity in Global Mobility. KPMG. https://assets.kpmg//content/dam/kpmg/xx/pdf/2018/06/global-mobility-inclusion-and-diversity-how-gms-can-help-move-the-needle.pdf

Meier, O. (2019). The path to diversity. Mercer. https://mobilityexchange.mercer.com/insights/article/the-path-to-diversity-women-on-assignment

PwC. (2015). Female millennials in financial services: Strategies for a new era of talent. PwC. https://www.pwc.com/gx/en/financial-services/publications/assets/pwc-female-millennial-report-v2.pdf

PwC. (2016a). Modern Mobility: Moving women with purpose. PwC. 

https://www.pwc.com/gr/en/publications/assets/modern-mobility-moving-women-with-purpose.pdf

PwC. (2016b). Women of the world: Aligning gender diversity and international mobility in financial services. Pwc.

https://www.pwc.com/gx/en/industries/financial-services/assets/women-of-the-world.pdf 

This is a good example of Women in Global Mobility
Riikka Virtanen Schwitter speaking during the EY “Future of Mobility” event (February 2020)

Talking

A guest post by Romée Jager

Do you also feel overwhelmed and overloaded before the day has even started? Then don’t worry, you are not alone. It is 7:30 AM and I started working half an hour ago. Even though it is only the beginning of my working day, I already feel that I am way behind on my tasks. I am staring at my screen and scrolling through my emails, opening a few, marking them as unread again and giving them a colour code. 

I feel overwhelmed and do not know where to start. My solution? Preparing myself a cup of coffee. While the smell of fresh roasted coffee beans reaches my nostrils, I think about how to structure my tasks for the day ahead. 

I am wondering why we ‘’only’’ have 24 hours in a day and I start wondering whether I will make it in time for my dinner appointment, as I will probably have to work late again. I feel like my mind is going in a downward spiral and suddenly I remember something that Angie Weinberger once told me: ‘’it is not that we need more hours in a day, instead we should prioritize better’’. 

I mean it would be great if somebody could invent a time machine and could double the time we have in a day. But let’s face it, as the time machine is not invented (yet), we need to find ways to boost our productivity to simply get more done in the time we have. 

Manage your Energy

If you enter ‘’Improving Productivity’’ on Google more than 226 million results pop up including many articles providing productivity hacks. We already provided your Angie’s seven productivity hacks.

However, when implementing those tips it is fundamental to consider your biorhythm. Knowing your chronotype is key.

Instead of just scrolling through our emails and randomly doing some of our tasks, we should carefully reconsider when we do certain tasks in order to increase our productivity. According to Daniel Pink, international best selling author of six provocative books about business and human behavior, big chances of performance can be seen depending on time of day. Therefore, instead of just doing our tasks randomly, we should carefully plan and structure our day. Our day is divided into three periods of productivity that Pink calls: Peak, Through, and Recovery. 

As you plan your day ahead, you need to consider your different periods of productivity. Do you recognize any of the mentioned productivity periods? Consider when you are in which productivity period. When do you have the most energy during the day? 

During which part of the day are you the most focused? Try to identify for yourself the different levels of productivity during the day and plan your tasks accordingly. Personally, my peak time is during the morning until lunch, therefore, this is the time for me to do some highly focused work. After lunch, my productivity drops and I see myself scrolling through my emails again. 

As I already had three cups of coffee, it is not the time to get another one. Instead, this is the time for me to start on the administrative tasks and routine activities. During my ‘’Through’’ period I start feeling that the ‘’Recovery’’ is coming and I move to more creative and insightful tasks again. 

Everybody has their own subjective understanding of chronological time. 

How to get started

Maintaining a Have-Done Diary could be a great help to recognize how you use your daily time and to give you an understanding of when you are focused. When you have identified your different productivity periods, the next step is to plan your tasks accordingly. After a while you can see your productivity skyrocketing and your pile of work slinking. 

As a consequence, you can peacefully shut down your work computer and feel satisfied. You can even plan your tasks for tomorrow already. You can now be at ease and can attend the dinner parties with your loved ones. You might even sing along with the radio while driving home, because you got things done! You come home and your mind is where it needs to be, present in the moment. 

If you want to learn more about timing and our hidden patterns then we recommend you to read the book ‘’When: The Scientific Secrets of Perfect Timing’’ by Daniel Pink. 

Do you find it challenging to identify your productivity periods? Or do you feel that you need to reset yourself again? Then our RockMeRetreat from 18 to 25 November 2021 is for you! 

During the RockMeRetreat we will work on boosting your productivity. Hopefully, once you come back from this week you will feel refreshed and inspired again and ready to tackle whatever challenges arise. Does this sound interesting to you? Then you can sign up here to be invited or Angie will be happy to set up a meeting with you to discuss your participation. 

About the Author

Romée Jager is the Academic Intern at Global People Transitions. She loves travelling and is passionate about exploring new cultures. As a soon to be graduate in Intercultural Management, she considers herself as an interculturalist. She has been working in a Dutch governmental youth panel for over 7 years where her aim was to give the youth a voice in the Dutch political system. She believes in continuous learning and is passionate about exploring and doing research. She wrote her master thesis about Defensive Nationalism and is interested in furthering her research. She is wishing to pursue a PhD in social sciences. 

RELATED POSTS

Have Done Diary

When clients ask me how they can fit more into their day I tell them to forget time management. We manage our time when we have enough of it. When we are stressed and under the pressure of delivering something on time we forget all of the methods and act like crazy headless chicken or chucks.

Over the years of my early career having worked with bankers, I learned that time is money, and efficiency is considered a must. Responsiveness during the job meant that I would call back immediately and respond to emails as fast as possible. Today, I feel this paradigm has shifted to social media, WhatsApp and other messaging systems. 

When you are constantly in response mode it is hard to get any work done. With the pandemic and all of us sitting on video calls all day you might often feel drained in the evening and as if you did not get a lot of important work done during the day. If this feeling continues during the week and then several weeks you might not only feel drained but also frustrated with yourself.

If you also struggle with productivity these seven tips will help you to claim back your diary. Do you want to have more time with family and friends? Do you want to start a new hobby or continue one you started years ago and then dropped? 

If your answer is “Yes, but I don’t have time”, practice one or two of the methods given below.

1- Have-Done Diary

In consulting firms, you have to maintain a timesheet in which you document daily how you use your time. This can be great to give you an understanding of where you are focused and where your priorities lie. Similarly, you can increase the value of this exercise by maintaining a daily diary in which you document your accomplished tasks (Have-Done-Diary). I recommend a notebook and handwriting for this exercise.

2 – The Pomodoro Method

Find your most productive time in the day and block 90 minutes for creative and conceptual work. Set a kitchen timer for the task to 25 minutes. Work without picking up the phone or checking emails or social media. Then take a five minutes break where you actually get up from your chair and move.

Then work for another 25 minutes and take another 5 minutes break and a third junk. See how much you accomplish with this method. This is called Pomodoro-Method and you can even get a timer on your browser.

For many professionals, the most important brain time is the early morning but I hear there is the other camp of night owls as well. So it is up to you to find your best 90 minutes in a day.

3 – The Eisenhower Matrix

When you are overwhelmed use an easy categorizer. So when you’re backed up on work and overwhelmed, using an easy categorizer will help manage your tasks. Work with an A, B, C, D categorization system whenever you add a task to your diary or task list. Use your time block for A tasks, schedule B tasks and delegate C tasks. If you can’t delegate to anyone think about blocking an hour in the afternoon to just work on those C tasks.

Very similar, but not exactly the same is to work with the next one.

4 – The Pareto Principle

“What is important is rarely urgent, what is urgent is rarely important.”

20% of the most important tasks will have an 80% of impact on our success according to the Pareto principle. So it is critical that we understand what these important tasks are that we should spend time on. One example: You might think you don’t have time to make networking a priority even if we know that if you want to move ahead in your current job or if you are looking for a new job, this will clearly be a game-changer. You might know that you should sit down and write that book you have been dreaming about for the last five years but other operational work always seems more important. The book would catapult you into the league of experts in your field and enhance your personal brand and might even give you the peace of mind that you have accomplished one of your “Big Five”.

5 – The Island of Peace

In your busy and tightly scheduled day, try to build one island of peace. The island can be lunch with a good friend, a massage, running, or sitting outside watching birds. Simply put, taking the time out to enjoy a peaceful moment in the day. The island of peace needs to  be a place where you cannot use your smartphone or have it be switched off to ensure no distractions and  you are not allowed to take away tasks from this place. This could be your meditation space, your garden, or a café you love. Ideally, you bring your diary with you and use your time there for reflection.

6 – Repetition, Routine, Checklists

Repetition, routine, and checklists are great ways to take the stress out of tasks that need to be accomplished but do not require much of our focus. I personally prefer to work on such tasks in the late afternoon or evening as I feel more available then. Examples are packing for an event, preparing your travel cost claim and scheduling meetings and other appointments. 

To establish a weekly routine especially if you are working from home every day right now I recommend a weekly planner, where you schedule a few regular tasks on one day of the week, for example on Mondays you endorse contacts on LinkedIn and you return the glass bottles during your lunch break.

7 – Outsource housework

I encourage you to outsource your housework from grocery shopping to cleaning, this idea might be new or odd to some but it makes the most sense. Most of the housework you might still be stuck with but at least you can win about three hours per week and more importantly some peace if your house is cleaned by another person. You will also notice that you keep the house tidier if you have regular external help.

Add one of these practices to the weekly practices in the RockMeApp and answer the four reflection questions in the RockMeApp on a weekly basis. Practice one method for several weeks and let me know what happened. If you wish to further work on your productivity I recommend you join our RockMeRetreat from 18 to 25 November 2021 in Switzerland at Kloster Ilanz. Sign up here to be invited and we’ll set up a call to discuss this further.


I’m wondering about a lot of things these days and recently I shared with you that I love to reflect on deeper topics and often in the morning my mind, heart and body seem to be able to make a connection that I did not PERCEIVE before.

One theme has come that keeps bugging me. When I notice the bugging there is a deeper connection and instead of rushing into it I like to explore the field or as my coach educator Boudewijn Vermeulen would have said “You are starting to dig up the earth.” Before anything grows in your garden you need to dig up the earth, weed out and then start with a seed or an offshoot or seedling. 

The earth I am digging up is big. And some roots will be thrown into the compost this year as they no longer serve me.

I am working on understanding three concepts: “Psychological Safety”, “Failure Culture” and “Growth Mindset” and then I came across a new acronym that signifies the farewell from VUCA. It’s BANI.

And while it might be easy to grasp concepts with your mind, I would like to experience the exact feeling in my body. If you have never seen a difference between something that you understand with your mind but not with your body then this is your great next leadership lesson. For example: I was able to explain “intercultural leadership” or “transaction analysis” in my late 20ies but I only experienced the body sensation in my late 30ies. I knew for a long time that there are people who are relationship-oriented, rather than task-oriented but I only experienced this when I went to India back in 2006. And for some reason those three concepts all sound right to be but I wanted to experience them and learn to model them.

My great friend Inge Nitsche, CEO and Chair of Expatise Academy is using a “memotrainer” and the way it works is that you are continuously asked questions until you get them right. The retention of this kind of training is exponentially higher than other training methods as people are told that their MISTAKES ARE GOOD

The more you get wrong, the faster you fail, the higher your improvement score and learning curve. Yes, this is frustrating but it works. And I believe that I would like to practice that now. Because: As I recently told one of you “We’re not in high school anymore.”

1 – The Daily Fail

I admit that I failed at giving someone psychological safety and it made me consider what I could do to role model the behavior behind it and how I could approach this topic with a growth mindset. I am working on an experiment I would like to share with you: Every day, I am allowing myself to admit one fail by saying or writing it down. Then I correct the mistake or I try to understand where I was wrong or on the wrong path. This is hard, because I’m used to being in an “Expert” role and it is very unusual behavior in a FEAR CULTURE but I will try it anyway, because if I allow myself to make mistakes and to correct mistakes, then others will see that it is okay to show that you are not perfect and that learning only happens in an environment where it is okay to fail even if it is just in small doses.

2 – The Broken Record 

Another experiment is the “Broken Record”. If I identify an issue that needs change, I will address the issue again and again, especially when I feel that I had not been heard in the past. This way, through repetition I will either learn that I was wrong about my assumptions OR if I was right that maybe other people learn in a different way and that I need to give them the time to catch up. 

3 – The Daily Agile

You probably know that this is one of my principles and for a long time one of my priorities because I am also a fan of the Agile Manifesto. So, I usually prioritize my clients over anyone else, but I also prioritize people over processes and tasks. This principle helps to focus on what is important in the moment.

4 – The ZEN Workspace

Without order outside there is no order within. Working from home a lot we now keep our home even cleaner than before and maintain a few ZEN practices to ensure that order is maintained on a daily basis. You can apply ZEN practices to your workspace, your desktop, your data, your filing system and your KANBAN.

5 – The Rollercoaster

When I get up in the morning thinking “this will be a quiet day and I can finally get a bit of admin done” there’s a high probability that the day will end up with laser swords, magic wands, and fighting the dark force. We can handle many things when we are centred and calm, but it’s better to be prepared at any time that the next crisis is just around the corner. Charge your smartphone. Pack a backpack. Wear comfortable clothes. Get fit. Be ready to run.

If you are bugged, irritated or even anxious now: Join us on this journey and sign up to get invited to the upcoming RockMeRetreat from 18 to 25 November 2021

I look forward to talking to you about your participation. 

Angie

“Do or do not. There is no try.” YODA

Further Resources

https://www.youtube.com/watch?v=kDoY_zXf7uQ&ab_channel=StarWars

https://www.linkedin.com/in/jacobmorgan8/

Talking

With the pandemic looming over us we sometimes tend to forget that there are natural psychological processes that affect our mood and “culture shock” is one of them. The term is a bit outdated and often misunderstood, so we thought we’d give you a bit more background and a few tips how you can help yourself in times when you feel low.

Expats face a unique set of challenges

Acclimatizing to a new locale, new cultural norms and social practices, and more. These challenges bring with them additional levels of stress and worry and dealing with them every day inevitably results in mental exhaustion.

However, one finds that expats often downplay their own burnouts or worse, ignore them altogether. That’s because as new members of the workplace or community, they don’t want to be seen as the “constant victims” and end up overworking and taking on too many responsibilities to show their “worth” and consequently not looking after themselves enough.

This can result in weight fluctuations, feeling drained or listless and being unable to get out of bed – If any or all of those descriptions apply to you or to an expat you know, then this discussion would help you understand better what is going on.

Expats are more vulnerable than native professionals

The expat life involves working longer hours, adjusting to the rules and culture of the home country, trying to build a new circle of friends and retaining some semblance of a social life. Frankly, that is overwhelming enough and is barely scratching the surface of the expat experience.

You notice that things which were commonplace in your home country, perhaps easier access to medication or specific types of food, are way harder in the new country and add to the stress that is already near peak levels due to the recent move.

In circumstances like these, it does well to remember that you are a human being, and one that has moved somewhere with different weather, culture, food, everything. The transition takes time, there is no rushing it, so the best thing to do for expats is to acknowledge that they are currently vulnerable and simply give themselves time.

Expats burn out more often

Stress is something we all have to manage but for expats, the kind and frequency of those stresses is far more commonplace. It starts with the “small” things – handing over work, clearing your office space out for the move.

For the expat, it only gets more complicated from there. There is a new language and an entire culture built around it that needs to be understood, people to interact with, transport networks to figure out and more. Remember, all this is happening in conjunction with everyday obligations like cooking and cleaning, spending time with family, calling your relatives or parents in your home country – You can see why the statistics skew in favour of expats facing more burnouts, and the negative impact to personal and professional life that they bring.

Expats have to manage and feelings similar to depression

Early on during an assignment, a large portion of expats suffer from culture shock and adjustment issues. The impact of these often manifests as symptoms similar to mild depression – feelings of isolation and helplessness, oversleeping and lethargy (or even the opposite: insomnia and lethargy), mood swings and unexplained body aches. Homesickness adds to the symptoms, which combined with the stressors of a new job makes things ever tougher.

In this high stress, emotional scenario, expats often turn to the wrong things for management: substance abuse in the form of drugs or alcohol. Single expats are more likely to resort to this, though family people aren’t immune to it either.

A healthy management solution is to attempt exercises and relaxation techniques:

  1. Exercise lightly every day. The focus here is not on high impact training, but rather on consistency. Go for a walk and make it a staple of your daily routine.
  2. Plan a digital detox. This one is not easy, as you end up losing contact with your family and friends back home, but it is well established that overuse of social media and technology has a high impact on stress levels. A weekend of digital detox will help you regain focus and have some time to think and reflect.
  3. Practice one relaxation method. You could try working through Progressive Muscle Relaxation that you can find on YouTube or buy from Medical Doctors.
  4. Start Meditating 5 Minutes a Day. Practicing active meditation is also a good idea. I created this video to get you started. There are many more detailed videos on how to do this out there. I’m teaching active meditation at the RockMeRetreat.
  5. Combine your first coffee with a morning meditation. You can also start your day with a short morning meditation such as this one. I try to combine my first coffee with a short meditation.
  6. Start a Journal. Journalling is a great method to deal with your mind and emotions. If it feels like a lot of work, try a bullet journal first.

Expats need to identify the signs of clinical depression and seek help

Self-help is not always the solution, especially if symptoms have been persisting for a long time or were previously undiagnosed, perhaps even in the home country.

In that scenario, it is imperative for the expat to seek out professional help at earliest. The symptoms of depression are complex and vary, but have devastating long-term impacts on a person. If you are experiencing changes in sleep patterns, appetite, weight and mood swings or any combination of symptoms listed on the link, please reach out to a professional immediately.

Expats also suffer from “reverse culture shock”

The hope that expats would only experience culture shock once when they start an assignment is dashed by the revelation that by the end of that assignment, particularly if it was several years long, the same people experience a similar shock on returning home.

Also dubbed “re-entry shock”, the scenario is pretty similar to the original culture shock. After 5 or more years, the friends group, support networks and even the workplace have all evolved and changed, while the expat’s memories and knowledge stopped at the point where they moved away – they find themselves in a similar boat as when they arrived in their assignment country all those years ago.

Reverse culture shock has not received the attention it deserves until now, but Vanessa Paisley’s “5-V Repatriation Model” is a great starting point to learn more about it.

You should consider joining the RockMeRetreat to get over cultural adjustment and clean up your entire life and other baggage that you have been carrying with you in your 70 boxes.

Have an inspired Sunday.

Kind regards

Angie

Zurich

With Five Pandemic Proven Methods for Connection

Modern society has evolved in many regards, especially in how we interact with each other. A significant amount of these interactions now happen in digital social spaces than real ones. One excuse I get a lot these days is that you can’t “network” because it’s very difficult to meet other people in person, especially people you don’t know.

Digital spaces are revolutionary and have brought people at great distances together but if you are like me you probably feel entirely ready to leave the house and meet a stranger in person. I have started to chat a bit longer with the bakery lady and the guy who fixes my doner kebab. It’s weird but necessary because human interaction has become so scarce and I also feel that we all deserve a bit more love these days. Don’t get me wrong: I’m generally not a very chatty person unless I’ve known someone for a long time. I rather keep a “professional” interaction short and this might come across as arrogance to some. 

However, over the last year I changed my attitude a lot. The pandemic has made me realize how little I often connect with people in business as in good German style I still separate business and pleasure, colleagues and friends. If you have listened to my workshops about the importance of building relationship you probably wonder how I can hold up this paradox. 

My answer is simple: It’s a deeper level of trust that I share with the friends and more personal connections. I also don’t hold back whereas in a professional environment I would probably not use certain expressions. Today it’s all a bit more blurred because I speak to everyone from my living room. I feel like I let everyone into my personal space, hence they must be able to handle the more authentic “Angela” as well.

Building Trust Through Offline Networking

When was the last time you trusted a random person on the internet? In fact, isn’t the first advice given to anyone on online social media to ignore and not trust anything a stranger tells you? Just how much of a relationship do you have with someone you’ve only interacted with in Twitter DMs? And even worse, if you are on social media you probably get abused by scammers and other annoying people a lot. Social media for me has a dark side and it’s very easy to feel vulnerable there after you were told for the 100th time that someone wants something from you. Most of the time I find it irritating and frustrating.

Professional networking, similarly, can only go so far to building your relationships if they’re limited to online interactions. Face-to-face meetings help develop a higher level of trust among participants – positive body language plays a great role in helping put nervous people at ease. Similarly, interacting in the same physical space (over a coffee, at a lunch or even a mixer of sorts) is a great ice-breaker. Shared experiences always do leave a lasting memory, what better way to start building a repertoire with your network?

Believe in the Networking Karma

The thing about networking is, it’s not a transactional relationship. You don’t go into it expecting rewards, or even gratitude. You do it because you believe in ‘networking karma’. That said, you are only human and even the most generous of givers can find themselves overwhelmed at times. That’s why it is important to set up boundaries that help you prevent burnout and maintain a healthy relationship with yourself and your network. I have adopted the “Five-Minute-Favor” from Adam M. Grant’s book “Give and Take” as one of the principles that I can easily say yes to. With knowledge exchange it depends on whether I feel I get the same inspiration out of the relationship that I give in. Usually, this is the case in most of my networking groups, usually I prefer “Erfa”-Groups where practical tips are exchanged to a captive audience and “Mastermind-Groups”, where we usually bring our lazy selves forward and overcome imposter syndrome. In Switzerland you can also follow the institutionalized networking by joining an association or club that is dedicated to your profession. If you need more advice on this please reach out to me. I’m offering my resources and recommendation to readers and clients within our HireMeExpress program.

Five Pandemic Ideas for Offline Networking

1 – Go for a Walk at Lake Zurich with a Cup of Americano

The easiest way to network offline right now is the walk along the lake with a coffee to go. I have finally bought a reusable cup because the waste of coffee cups and general one-way packaging is starting to get on my nerves. My local bakery accepts that you bring your own plate or bowl when you buy lunch from them.

2 – Allow for a Weekly “Watercooler Chat”

What I am missing the most about working in an office environment is the social part, the watercooler chats about not so professional topics, the casual bumping into colleagues and asking them about their cats and the general exchange of fun and pleasantries when you work with the same people for years. As a global digital nomad you will have to get used to building up relationships fast but there are always people that you have known for a long-time even if you worked at different companies or on different projects. And it is absolutely okay if you contact them without a reason and set up a “Watercooler” chat where you strictly make smalltalk only or chat about your family or the last tech problem you faced when trying to organize a vaccination for your mother from abroad. I know you are as keen as I am in turning into a mega productive robot but allow yourself this time by blocking half an hour once a week (that’s in addition to a daily lunch break).

3 – Visit the Zoo or Kunstmuseum

I admit that I haven’t been to the Zurich Zoo yet and the last time I went to the Kunstmuseum was probably when I was here as a tourist or when I had friends over from other countries. I admit that I tend to not fully utilize all the opportunities Zurich offers during “normal” times but if you wanted to meet me right now these two options are open and you can connect while watching giraffes or looking at a Warhol. I am sure this will go down really well as a networking opportunity. 

And: If you aren’t convinced yet at least take your kids there to support the Zoo because…

https://www.youtube.com/watch?v=ztC2QCkge2I&ab_channel=ZooZ%C3%BCrich

4 – Go for a Hike

Generally we have a lot of opportunities for small hikes in the city and out in the countryside. If you are a workaholic you might not be aware of them so I suggest you start with Uetliberg, Felsenegg, Greifensee and Pfäffikersee. I don’t own a car but most of these locations can be accessed by public transportation and if you wish to save your contact time you will need to let them know how they get there or pick them up.

5 – Share a Themed Take Out Meal on a Park Bench

With the upcoming week and the spring weather we are expecting you could invite a person you wish to meet to a themed take out meal on a park bench. Even if restaurants are still closed we have these beautiful parks in Zurich and a botanical garden where you can take your lunch in a beautiful atmosphere. If you want to make it even more interesting you could combine it with a topic or an expert interview.

If you are a Giver Watch your Boundaries

If you’re a seasoned professional with the wisdom of experience to share, offline networking can help you build trust with those who wish to seek your advice but would hesitate to reach out to you directly. By giving off an approachable vibe, perhaps giving a little impromptu talk to a group of people, you can embed that necessary bit of trust in younger professionals to reach out and network with you and others at your position. They’d go on to do it when they reach your place in their careers, and continue the cycle of positive networking!

A natural consequence of purposeful networking is the asking and giving of advice. For experienced professionals, especially those who actively network, it can soon become an overwhelming practice. Giving advice is great, it’s what makes the world turn, but when your network constantly reaches out for advice on anything from spreadsheet optimization to career planning, it can lead to the sort of burnout that makes you want to stop networking. It may also negatively impact your health!

Learning to say no is never easy, especially if you’re worried about coming off as impolite. It is, however, essential. Let your principles guide you: Develop a strategy that lets you identify scenarios where you say yes and those where you say no. Stick to this guideline and maintain your sanity!

Kind regards,

Angie Weinberger

Why you need networking principles

https://www.youtube.com/watch?v=HRUXcBT_QS8&t=10s&ab_channel=AngieWeinberger

https://www.everydayhealth.com/coronavirus/how-to-not-let-pandemic-fatigue-turn-into-pandemic-burnout/

https://www.youtube.com/watch?v=mdFudLPyqng&ab_channel=RobBulder


Do you feel the first attempts of spring to lure us into this illusion that everything will be fine shortly? It’s heartwarming when you get outside these days, sunshine in your face, birds chirping and first flowers jumping out of earth as if we never even had a winter…or a pandemic…or something weird going on in the world.

Spring is my favorite time of the year and you might already know that this is also the time for deep cleaning. And as you know that I am not the best “hausfrau” of Switzerland and won’t ever win a gold medal for the cleanest house (that one will go to my auntie A.), you probably understand that I am talking about a different kind of cleaning. I am talking about inner and outer order and I would again like to take you by the hand so we can start this journey together. 

What a better way to start with updating your resume and online profiles? 

Offline and Online Presence is the Way Forward

These days, if you’re not on LinkedIn or any equivalent jobs platform, you’re either sitting on a large inheritance, or seriously out of touch with the industry. For freelancers in particular and job seekers in general, having a digital presence is now perhaps as essential as being qualified to work to begin with.

A network of peers and industry members is something that was essential in the offline era, does it not make sense that professional networking would be equally, if not more important in the digital age? I remember starting online networking in 2004, a move that was particularly helpful for me – as I moved cities and countries, I was able to remain in constant touch with my established network, able to leverage it for various purposes as the need arose.

For a Global Mobility Professional, a network that travels everywhere with them is priceless.

Looking back at that time and analysing the power that was afforded to me by my digital professional network, I got to thinking about how this could be used to empower job seekers everywhere. That is how the offline HireMeGroup was set up: allowing professionals to hack the Swiss Job Market with strong business connections, both offline and online.

Pinpoint the platform where you will find Hiring Managers and Clients for your industry


LinkedIn may be the ‘de facto’ professional networking platform for the masses, but certain industries are known to frequent alternative digital platforms. The publishing and writing industry, for instance, can be found on Twitter and Goodreads. Photographers and videographers have made their home on Vimeo, YouTube and Instagram. The bottom line: Inhabit the right digital spaces so you can make the right connections.

Understand that a digital presence takes longer to pay dividends.


The internet era is the era of scams and fake profiles. It takes longer to build trust with a stranger than it would through only real-world meets. You can speed the process along by building your digital home, ideally a blog that acts as a thorough resume for visitors. Once you’ve interacted with someone online, directing them to your blog would allow them to access not only your professional biography but a way to contact you. Remember to use blog tools to set up a sign-up form so you can start building your list.

Support and develop the community.


Self-promotion is a big turn-off, you should instead focus on promoting other people’s work. A great way to be a positive influence in your network is to endorse other people’s work (on LinkedIn or otherwise). It is especially helpful for people who are modest or doubt their own achievements (a condition known as “imposter syndrome”). By fostering a communal and supportive network, you can create goodwill among colleagues and with peers in general. It is essential to creating the right image online.

Be genuine when you meet people IRL (In Real Life).


A general assumption about digital presences is that they are heavily curated, that is, they contain cherry-picked information that may not be representative of the entire picture. By showing that you’re as nice, if not nicer, in real life will be a pleasant and welcome surprise to all who meet you. Be genuine in providing help, be genuine in general and good things will happen to you.

You will eventually generate an income
We developed our #HireMeExpress program so that we can help expats and digital nomads with a minority background in the new country to generate an income. 

The HireMeExpress program gives you immediate access to a trusted circle of like-minded professionals. We can help you expand your networks faster! In any group, shared experiences are the key to building relationships and trust, while also providing growth opportunities through feedback from the group and the coach. The group gives you accountability and paces your efforts at the same time. Sometimes, especially when you would like to give up, the group carries you to the next step.

I hope the tips above can help you identify and maximize your digital presence. We would also like to invite you to join our preparatory free workshops starting on 16 March 2021. 

If you’re ready to join the HireMeExpress you should let me know asap. We also offer a special deal to members of the Global People Club until 15 March 2021 only.

We look forward to zooming with you shortly.


I have this tendency to not want to work with Germans who have just arrived in Switzerland. I end up seeing too many of my own mishaps and small failures back when I was a newbie in Switzerland. Instead of reminiscing about my failures however, l would like you to meet Dr. Rainer Schulz.

This German leader from one of the cases from The Global Mobility Workbook (2019) has never done any intercultural training. He manages a global team which is mainly based in Switzerland exactly like he manages everybody in Frankfurt. Tom Jones, the main character in this case study challenges a lot of his assumptions about hierarchy and collaboration.

At the age of 55, Dr. Schulz cannot get over the fact that everyone in Switzerland goes to first name and “Du” in no time. Even his children call him stuck up and old-fashioned. Dr. Schulz is a typical example of someone stuck in their own cultural preferences. He could have made an effort and offered Tom the first name basis. He could have tried to build trust when they began working together. Instead, he just cannot get out of his comfort zone, hides behind his intellectual competence, relationship to the Management Board and his assistant. 

Tom on the other hand, is a little naive and not even aware of intercultural differences. He made an effort to learn German but he is still depressed. He attributes his issues to others. His weakness in this situation is that he does not take responsibility for his learning and progress. Tom also limits himself and could have done more to work better with Rainer. Tom quits the company, an assignment failed, the retention score is down and people are even more convinced that working with people from other cultures is just too hard. No happily ever after.

Having lived here in Zurich for over 10 years now, I also prefer to run my life Swiss-style. Despite considering myself open and tolerant, I still mess up intercultural communication. I’m not always understood and sometimes I’m just wrong. I recently got into a long discussion about left and right and I know that I have a weakness there. At the end I had to find out that I muddled up left and right (again!).

Communication across Cultures is a Challenge

My team members sometimes don’t do what I thought I had asked them to do. Then there is the occasional issue where I thought I had sent an email with a spreadsheet attachment but the person at the other end never received it. We hop on a conference call to discuss a topic with the assumption that the other person has the spreadsheet in front of them but IT Security blocked it. The whole conversation goes in circles. (Remind me to explain the “Asian Loop” to you sometime.) 

And yes, there could be plenty of reasons behind these issues. Maybe it’s “not my fault” or “not my responsibility”.

Do you also in such situations then tend to take control and do everything yourself?

And does that then lead you to burnout, depression or anger?

Does your partnership or family life suffer?

I have had to learn to accept the fact that people are as diverse as sand corns or snow flakes. You can learn to improve your leadership style but it is a never ending story of continued failures. Eventually you’ll get the swing and then you are asked to retire from the working world…

(Isn’t it crazy that our society doesn’t value the experience of our elders? Personally I intend to work until the day I die… hopefully with a nicely branded fountain pen in my hand.)

With this post I would like to give you an intercultural explanation to these phenomena and help you get out of your cultural comfort zone.

What is Global Competency in Global Mobility?

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”. (Weinberger, 2019)

One of the major themes in my work with clients is on how they can improve their relationships at work. In order to find a new role in the Swiss market a number of trusted relationships are required. Relationships are usually built through a third-party introduction, at events and through long-lasting cooperation. And while this is similar in Germany, the German approach to building relationships always has a hierarchical component. Usually, the younger or newer members of the crew are treated with a little less respect. Globally competent leaders know how to gauge the hierarchy level and address the person according to status and seniority. However, in Switzerland where 70% of your interactions are with other expats it is trickier than in Germany.

You can almost assume that everyone is on your experience and intellectual level. And most locals are modest, so they could easily be underestimated.

Five Reasons why You might find it hard

  1. You are shy, introverted or not convinced that they are good enough to deserve success. Many partners suffer from the “impostor syndrome”, a psychological state of mind where people doubt their own accomplishments or consider themselves frauds just about to be exposed, especially if their career-driving partner just got another promotion in another country.
  2. You are embarrassed and ashamed of being “unemployed” in a society where most of your self-worth is driven by your career and how busy you are.
  3. You come from a culture where achievement is overly emphasized and ascription is considered an unfair privilege while at the same time they are blindsided by the fact that they had an ascribed status in their home turf.  Fons Trompenaars and Charles Hampden-Turner used to associate the achievement dimension with mainly protestant work ethic and belief. However, even if Switzerland is the home of Zwingli and Calvin, we have catholic cantons as well and status is often equal with family name, wealth and also how many generations you have already been a member of this society. So, there is still a strong ascription component that is not so obvious to outsiders. you don’t recognize that you have been in the out-group until you join the “Circle of Trust”.
  4. You are not aware of how they come across in person and assume that your style and behavior is “normal”. You have not yet learned to read the cultural cues that would indicate to them that they might be too pushy or even rude. A common example in Switzerland is that expats tend to overstretch a time commitment. For a society that runs on the clock and is a role model of the sequential time approach according to E.T. Hall’s time dimensions, this is often creating a lot of stress for the other person.
  5. You are sending messages with which in your home turf you would mark  your status such as the “Dr.” title in Germany or a certain seniority by name-dropping the influential VIP’s you used to hang out with but in Switzerland for example this is either not understood or considered boasting, egocentric and merely annoying. 

Over the years of running my own business and projects I often noticed that all the tools I tested to maintain a strategic approach to networking failed miserably with the extensive network that I’ve built over my professional life. 

So, I decided to let go of “strategy” and follow my gut and memory. I realized that the best idea is not to worry too much about “contact segmentation”. We Germans love the word “Begriffsabgrenzung”, so we also do this to our social life (“Bekannter, Kollege, Freund, Verwandter, Familie, Partner, Ehepartner…”). It’s a step-by-step approach showing how much you trust the other person.

The same segmentation exists in Switzerland, but there are “false friends”, e.g. the word “Kollege” means “Work Colleague” in High German and “Friend” in Swiss German. The meaning of the informal way of addressing a person with “Du” has a different meaning in Switzerland than in Germany.

Without intercultural training a German manager will behave like a bull in a China shop in Switzerland – completely unintentionally. Hence, working with German managers in the “honeymoon phase” is a lot of work for the trainer or coach. I prefer to work with you when you are beyond the honeymoon phase and you understand that you might not function in Switzerland like you are used to.

My approach after 10 years in Zurich

Some of my colleagues in the #GlobalMobility world have become friends over the years and some of my best friends from the university days or early career are colleagues or clients now. Some of my team members have almost become family and some of my family members work in the same field or closely related ones. And some friends will never pay you while others will insist on giving back. The world is colorful and so are people.

While saying this, I don’t want to imply that you have to like everybody you work with and everybody you network with. However, it’s another atmosphere for collaboration and innovation when you can fully trust the other person without a doubt.

When you know in your head and in your heart, that this person would never talk badly about you behind your back and would not spill your secrets with your competitors. I thrive in safe and collaborative environments but these require “relationship work”.

Let me know what you are doing today to work on your business relationships.

The Expat Experience (XX): Walking alone at the shores of lake Zurich on a rainy Sunday morning.

Attention through Roses

 

How to get Swiss recruiter’s attention through well-written cover letters and organized testimonials.

Getting a Swiss recruiter’s attention is almost like asking her out on a date. 

When you write a cover letter you want the other person to like you and find you attractive enough to read your resumé. The cover letter is your appetizer and the resumé is your main course. If you get to the interview stage then that’s like having the dessert on the first date. And after three interviews you might get kissed. I mean you might get the job offer you are longing for.

Don’t spoil the Swiss recruiter’s appetite by presenting the main course in the cover letter.

Imagine you are on your first date and your counterpart tells you for half an hour how great he or she is. Rather boring right? You zoom out of the conversation and wish to run away. Same is true if a recruiter reads your whole resumé already in the cover letter.

What could you do to make the conversation more interesting?

Cover letter writing is an art. With modern technology, applicants often do not see a need to write a cover letter these days but in my own opinion, it is the most artistic part of a good application. Emphatically,  in Switzerland, IT’S A MUST.

Many recruiters want to read it. They would like to see you made an effort to get that interview. I receive a number of cover letters and most of them sound like they were copied from a textbook. Nobody gets excited reading some sort of ‘copy and paste’ write-ups that are void of personal touch.  Only the more personal ones gain my attention. They have to be personal, crisp and show me who you are.

Here are rules for fresh cover letters:

  • Use the correct name of the recruiter instead of Sir or Madam. Take out time to research the recruiter’s name. This portrays you as serious. Make sure you also spell names of references correctly. Be respectful and address recruiters formally.
  • Make the letter appealing and nice looking by using one font only and adhering to normal letter writing style in the country you are applying to.
  • Speak about the needs of the other party before you speak about your needs. This is so important because the prospective job is about what you can bring to the table.
  • Find a personal connection between either you and the company or you and the recruiter. Maybe you use one of their products or you associate positive feelings with the brand because of a personal story.
  • If you copy and paste (which is not a good idea in general), please check that you did not use the wrong company name or contact person. It helps to read the letter out loud.
  • Use active language and full sentences. When I say active language I ask you to use more verbs than nouns, avoid passive constructs and keep sentences short.
  • If you are not an English native speaker check your translation and let a native speaker review your grammar. Most recruiters get pissed off identifying grammatical errors in cover letters.
  • Be brief and stick to a maximum of one page. Five paragraphs are sufficient.
  • Add your contact data in the last paragraph especially your phone number and email ID. Make sure your email sounds respectable and the name is memorable. Email addresses like ‘nancysexy@gmail.com’ are not acceptable.
  • Avoid slang and casual writing style. You are a professional so behave like one! Even if you are from Generation Y or Game, remember that this is a letter and not a chat. The person you want to date might be the age of your parents.
  • A lot of applications still do not get that this is the whole purpose of the cover letter. I also recommend brainstorming exercises to my clients on why they want to work in the role and the company before they start writing a fresh letter. (You can read all about it in “The Global Career Workbook” or you can join our HireMeExpress program.)

Send convincing testimonials

In Switzerland and Germany work certificates, references and testimonials are usually summarized with the word “Zeugnisse“. They are required for any job application. Some employers only request them once you are offered a job, others want to see them when you send your initial application. When a job advertisement asks you to hand in your “complete documentation” or “dossier”, then you should include all your work certificates, references, and testimonials

Helpful types of work certificates, references, and testimonials

1) Work certificates and confirmations 

Show proof from all your previous employment. Here we expect to see a qualitative element in them explaining what you do well and how you performed in your job. If you apply from abroad, request a three liner from your previous employer confirming the times you have worked for them and a contact person who will give a reference. If you only have names of referees make sure they expect to be called by the potential employer.

2) Certificates of language certifications and seminars

Our assumption is that the more additional training you have undertaken, the better you are at your job. Even if the certification is a bit older it is worthwhile adding it to your file. Make sure all foreign language certifications are translated into English.

3) University and high school diplomas

Usually, the last diploma and transcript are required. If your marks do not translate into German try to give an explanation on a separate sheet. Please note that even Switzerland and Germany have completely opposite grading systems so it is always good to explain (1.3 in Germany is excellent, in Switzerland, it is a fail).

4) Client testimonials and performance reviews

If you have a chance and it is not against any confidentiality agreements you can add client testimonials and even your performance reviews in your file. It is often more credible to hear words of praise of others than your own. You can ask your former clients and managers to edit and sign a draft that you send to them so they know exactly what you would like them to confirm about you. To make it easy for the recruiter I would advise you sort the testimonials in chronological order and give an overview on a cover page too. Scan all docs in one pdf and make sure that the file size is not more than 2MB as a lot of recruiting platforms won’t accept bigger files. If you do not have all your documents together yet mention on the cover page when you will hand them in.

HireMeExpress – From desperate to confident as a Minority Expat Partner. 

HireMeExpress is the online course that will get you from desperate to carving out an income and feeling at home in your new country.

Sign up here to find out everything you need to know in order to land a job in Switzerland or another market you are not familiar with. We will send you our 19 Fresh Resume Checkpoints and further material such as videos. In case you have any questions you can email us via angela@globalpeopletransitions.com.

Is there anything I could help you with?

You probably despise networking. You think of networking as wasting time and you don’t like to go to events with no direct outcome. Are you appalled by “coffee meetings” with people who never plan to support you but happily take your free advice? Know that feeling?

You probably heard me say this before: For me, time has an immense value and since I started my business I’ve come to the conclusion that I have three major priorities: 1) My health, 2) My time and 3) My support group (including my family and partner). Without these you cannot run a successful company of one.

In order to use my time effectively and to the best possible outcome, I am constantly reviewing my “networking” strategy and have become very strategic about building connections in a way that suits me but also generates business. At the same time with recent health challenges, working from home and restrictions on events I had to think of other ways to “network the network”. The term “working the net” already indicates that there is work involved in building and maintaining mutually beneficial business relationships. AND while this comes natural to expats and other people from more relationship-based cultures, it requires energy for people from strictly task-based cultures.

The secret to making peace with “networking” as I often explain in my talks and workshops such as “#Networking4Nerds” is to treat your business relationships similar to other friendships and to be a giver.

Here are my five recipes for working your net:

1) Connect those who would not meet

A big benefit of being a networking queen or king is that you can organize connections. Think about who would need to know whom in your network in order to move ahead one step with one of their issues. Maybe a friend needs a new job or a business contact wants a new client or needs to solve an immediate problem at hand. Risk a little discomfort. Set them up for a “Professional Blind Date”. Trust your judgement and see what happens.

Over the last few years I have made several professional introductions. Mainly I helped my clients to find jobs that they would otherwise not even know. I also benefit from introductions so I try to keep the karma of connections spinning. 

2) Accept that Relationships require work

As in a good marriage you want to keep the relationship alive by making it beneficial for both parties. Once you know too many people you might just react once you are asked but even a small advice to a junior colleague might help them to move ahead in their career or move out of a job where they have stopped to learn.

A lot of professionals I know have lost the ability to trust their managers and colleagues. Being a mentor for a more junior professional in your industry can be really motivating for this person.

3) Share your knowledge and expertise graciously

There has never been a time where too much knowledge was hurtful. It’s also impossible to shock people with well-written report summaries or other insights you have about your industry. Start posting on LinkedIn. Tell people what you know and how you view the trends. In a worst-case scenario you get a negative comment. Be bold and bring in your unique perspective to the world.

4) Help others and increase your self-esteem

It sounds like a boy/girl-scout value but “a good deed a day keeps the shrink away”. When you help your contacts then you will feel more self-respect and wake up with a smile on your face. It always makes me so happy when a client tells me they found a job they love or that a connection was really helpful.

It’s even more fun to just support people in your network (for FREE). Give them likes, +1, endorsements, retweets and hearts when you are not paid for it. It’s a great way to give people appreciation and we all could get a bit more of that especially in the corporate world.

5) Challenge yourself and treat networking as a game

I often ask my clients to set a networking target. That includes that they must give before they take. It could be a small weekly challenge such as meeting a person you never met for a coffee. You could also offer to connect someone to someone else because you know they share a theme, hobby or interest.

These connections really seem to bring out most amazing collaborations. You obviously want to ask permission before sharing details. You could implement a score card on your whiteboard and whenever you helped a connection you add a smiley there. Imagine how that will make YOU feel.

 

If you would like to know more and keep updated on how to find work in a new market sign up here to join our HireMeExpress Waiting List.


The weather is chilly and grey if you live in Zurich, Switzerland right now. You might have thought about going to your home country for the holidays and that might not have worked out thanks to the pandemic.

The year was undoubtedly a recipe for disappointment and mental stress in many ways. We can’t meet our families at home due to governmental restrictions but hopefully things will be better next year and we will get through this alive.

This time of the year usually feels very quiet but this year it almost feels as if time came to a halt. We (our team) thought about ways to inspire you and we came up with this compilation of books.

Here is a compilation of our 12 best books to read from our team to all those who are looking for inspiration on how to change their lives for the better.

NOTE: The inclusion of Amazon links for each book should help you make your purchase as easy as possible, though we would recommend you order through a local bookstore to support the local community. I’ve mentioned my bookstore at the end of the list. The books are in no particular order and we would be interested in your opinion on them as well.

1 – Do Over by Jon Acuff

About: When life isn’t how you want it to be, whether you still lust over your dream job or still think about taking that alternate path in life. “Do-Over” as the name suggests aids in this predominant struggle to achieve the most out of life. Jon Acuff highlights the four elements in life, which all successful careers collectively share: Relationships, Skills, Character, and Hustle!

Get that new edge in your life by investing yourself in what truly matters. Hurdles are inevitable so it’s better to hope for the best and be prepared for the worst.

Link: https://www.amazon.com/Do-Over-Today-First-Career-ebook/dp/B00LFYXE5I/ref=sr_1_1?crid=3H0T135ZQ7GR3&dchild=1&keywords=do+over+jon+acuff&qid=1607938210&sprefix=Do+over%2Caps%2C342&sr=8-1

2 – Banishing your Inner Critic by Denise Jacobs

About: You are your harshest critic, right? But how do we know when enough is enough? Banishing your inner critic helps you identify your core self, whilst eradicating the copious amount of self-doubt a person deals with. It’s time to unleash your most productive, creative, and positive self!

Denise Jacobs provides an intuitive read on how one can master certain power practices to uphold your core strength and overcome self-doubt, time to break free!

Link: https://www.amazon.com/Banish-Your-Inner-Critic-Self-Doubt/dp/1633534715/ref=sr1_1?dchild=1&keywords=banishing+the+inner+critic&qid=1607938236&sr=8-1

3 –  The Artist’s Way by Julia Cameron 

About: Ignite your passion, reinvent your creativity, elevate your confidence, and burst open like your ideal self! The American author Julia Cameron guides you on the spiritual path to creative bliss. To book itself provides in-depth exercises and trusted methods to rejuvenate your artisanal self.
Link: https://www.amazon.com/Artists-Way-25th-Anniversary/dp/0143129252/ref=sr_1_2?dchild=1&keywords=The+artist+way&qid=1607938262&sr=8-2

4 – Give and Take by Adam Grant

About: Success is always known to be a combination of hard-work, determination, and willpower, amongst many other factors. But the main idea is the same, we as an individual must strive for it. Yet in this modern world, where everyone is interconnected at almost all points in their life, going solo isn’t the right approach. As Adam Grant aptly named the book “Give and Take”, the core message is encompassed by it. As an esteemed professor and an award-winning researcher put it “Being a giver is not good for a 100-yard dash, but it’s valuable in a marathon”.

Link: https://www.amazon.com/Give-Take-Helping-Others-Success/dp/0143124986/ref=sr_1_1?crid=28UZSJNM5AQKU&dchild=1&keywords=give+and+take+adam+grant&qid=1607938327&s=books&sprefix=give+and+take+adam+%2Caps%2C376&sr=1-1

5 – Company of One by Paul Jarvis

About: It’s not all about working big, sometimes you have to work smart! The Company of One by Paul Jarvis truly encapsulates this exact mentality. Working on what situation, timings, and ideology suit you best. At this scale, you’ll build your company around your life, and not the other way around.

Link: https://www.amazon.com/Company-One-Staying-Small-Business/dp/0358213258/ref=sr_1_1?dchild=1&keywords=company+of+one&qid=1607938373&s=books&sr=1-1

6 – The Middle Finger Project by Ash Ambirge

About: Having a breakdown just thinking about your day? Or maybe some tyrant boss has made your way to that promotion a minefield? Well, sometimes you’ve to stick it to the man and flip the finger to the gods above. Ash Ambridge uses her humorous and fresh writing style to hook the reader on her journey of overcoming imposter syndrome. Sometimes you need to be your own hero, through all the tacky, ugly, and nasty process. The only thing stopping you is you, so kick it and live it how you want to!

Link: https://www.amazon.com/Middle-Finger-Project-Imposter-ckwithable/dp/0525540326/ref=sr_1_1?dchild=1&keywords=The+middle+finger+project&qid=1607938405&s=books&sr=1-1

7 –  Feel the Fear And Do It Anyway by Susan Jeffers

About: No one is perfect or can hustle through life without fear. Much like happiness and anger, it’s still an emotion at the end of the day. The author works around fear and exposes the underlying problems that may cause it. We as humans fear failure or rejection which stops us from achieving and ultimately stunts our growth. Jeffers has therefore mapped out a series of tests, to feel our fears as nothing more than an emotion.

Link: https://www.amazon.com/Feel-Fear-Anyway-Indecision-Confidence/dp/B011T7KWO6/ref=sr_1_2?dchild=1&keywords=Feel+the+fear+and+do+it+anyway&qid=1607938092&sr=8-2

8 – The Alchemist by Paulo Coelho

About: The Alchemist truly is a modern classic, its mystical story has inspired generations and sold millions of copies along the way. This tale of wisdom and wonder follows the journey of a boy Santiago. A mere shepherd’s boy, whose belief in his recurring prophetic dream takes him to Egypt in search of treasure.

Link: https://www.amazon.com/Alchemist-Paulo-Coelho/dp/0062315005/ref=sr_1_1?dchild=1&keywords=The+alchemist&qid=1607938434&s=books&sr=1-1

9 – Big Magic by Elizabeth Gilbert

About: Elizabeth Gilbert is a household name by now, empowering much of the youth through her series of captivating books. Big Magic delves into the process of the author’s own creative perspective and her thought process. It truly is a manual on embracing and making the most of your creative side, it’s broken into six segments, each of which contains more food for thought. The six topics are as follows: Courage, Enchantment, Permission, Persistence, Trust, and Divinity.

Link: https://www.amazon.com/Big-Magic-Creative-Living-Beyond/dp/1594634726/ref=sr_1_1?dchild=1&keywords=big+magic&qid=1607938459&s=books&sr=1-1

10 – Lessons from Life by Steven Darter

About: By questioning his own decisions and reflecting on his placement in life, Steven Darter takes us on an emotional journey to find the purpose of life. Steve truly hooks the reader with his visual storytelling, combining both personal and professional experiences along the way. Lessons from Life pushes you as a person to rethink your choices no matter what age group you lie in.


Link: https://www.amazon.com/Lessons-Life-Meaning-Purpose-Success/dp/1981970916/ref=sr_1_2?dchild=1&keywords=lessons+from+life&qid=1607938484&s=books&sr=1-2

11 –  Searching for God in the Garbage by Bracha Goetze

About: We’ve all been into unhealthy food addictions, at times munching on just sugar and carbs. Thought of switching up your dietary habits right there and then may have popped in your mind before, here’s how Bracha Goetze a Harvard graduate decided to do exactly that. She’s kept her journey transparent from becoming an observant jew, to completely cutting of unhealthy eating, and finally beating anorexia!

Link: https://www.amazon.com/Searching-God-Garbage-Bracha-Goetz/dp/1635540887/ref=sr_1_1?dchild=1&keywords=searching+for+god+in+the+garbage&qid=1607938529&s=books&sr=1-1

12 – The Elegant Out by Elizabeth Bartasius

About: The Elegant Out showcases the story of Elizabeth herself, where she escapes an abusive relationship, a tedious eight-to-five job and delves into her goal of publishing a book. She puts her thought of expanding her family with a new baby aside to focus on her writing, but the announcement of pregnancies from her social circle and her husband’s unwillingness for another baby put her in a dire situation that complicates into frustration and depression. Thus Elizabeth is put in a precarious situation and must make an executive choice between separation or a baby. 

Link: https://www.amazon.com/Elegant-Out-Novel-Elizabeth-Bartasius/dp/1631525638/ref=sr_1_1?dchild=1&keywords=The+Elegant+Out+by+Elizabeth+Bartasius&qid=1607938559&s=books&sr=1-1

I hope these books will inspire you. Please note: We have added AMAZON to ensure you know which book it is. However, I would very much prefer if you ordered through a local bookstore. My neighborhood bookstore BUCHHANDLUNG HIRSLANDEN orders and delivers to your home address in Zurich during the Pandemic.

Email: lesen@buchhandlung-hirslanden.ch.

AND, if you liked this please sign up to our reader’s list here.


The Digital Nomad – Part 3 – Improve Your Productivity Kanban-Style

Last week, when you could not fall asleep because you felt overwhelmed by the increasing number of items on your to-do list, you had the brilliant idea to buy post-its and start to plan your next four weeks. Then, you also thought about writing down your 25 priorities. 

You already felt a little relieved and fell asleep. However, the question remains “did you actually do what you planned the day after?”

I bet you didn’t do it even if you thought it was a great idea.

 

The good news is that what happened to you last week happens to most of us too. The bad news is that when you do this in your personal life, you are more inclined to do the same in your professional life as well. We accept a mediocre solution or we try to put a plaster on a process instead of analyzing the root cause of the issue.

According to Schwarzt et al (2014), the great majority of companies see this phenomenon as a challenge to productivity and overall performance, but struggles to handle it. According to Deloitte, over half of the respondents to her survey  say that “their organizations are not doing a good job helping workers address information overload and today’s demanding work environment.” 57 percent believe their organizations are “weak” when it comes to helping leaders manage difficult schedules and supporting employees manage information flow.

Have we lost all of our ideals of Total Quality Management (This is a management approach to long-term process through customer satisfaction. In a Total Quality Management effort, all members of an organization participates in improving processes, products, services and the culture in which they work)  from the good old nineties? Do you know about Kanban and visualizing process flows?

We need to learn how to become more productive and we need to learn it now. If, like me, you are always eager to receive tips on how to increase productivity, check this podcast out.

Kanban 

Kanban is a lean method which originated in lean manufacturing, which was inspired by the Toyota Production System. It aims at managing work by balancing demands with available capacity, and by improving the handling of system-level bottlenecks. 

In knowledge work and in software development, the aim is to provide a visual process management system which facilitates decision-making about what, when, and how much to produce. 

Among the most important characteristics is that work items are visualized to provide a view of progress and process, from start to finish, usually through a Kanban board. Indeed, in Japanese, kanban means “signboard” or “billboard.”

Kanban Boards 

A colorful, tidy and good-looking kanban board is one of the most effective tools in project management. It can be used to plan and work through any project, both in your personal and professional life. 

Kanban boards visually display a certain process in its various stages using cards to represent work items and columns to represent each phase of the process. Cards are moved from left to right to show progress and to help coordinate teams performing the work. 

Simple boards have vertical columns for the “to-do”, “doing”, and “done” work.  Alternatively, they may be labelled “waiting”, “in progress” and “completed”. Complex Kanban boards can also be divided into horizontal “swim lanes” representing different types of work or different teams performing the work. Additionally, it can subdivide the “in progress” work into multiple columns to visualise the flow of work across a whole value stream map.

Example of a Kanban board:

 

Seven core practices for Kanban

 

Here I suggest six core practices that will make you optimize the efficiency of the tool and become a master of kanban boards.

  1. Visualize the flow of work. You cannot work on a Kanban board, either physical or electronic, if you cannot visualize the process steps needed to deliver your work. Depending on the complexity of your process and your work-mix, your Kanban board can be very simple or very elaborate. Once you visualize your process, then you can visualize the current work that you and your team are doing. 
  2. Use Colors. Use post-its in different colors for different types of projects. Or, if you decide to use this tool for personal life projects, consider using different colors for different kinds of activities (orange for the projects you wish to complete at home, yellow for your children’s requests, and so on).
  3. Limit WIP (Work in Progress). It’s important to reduce WIP to a minimum to encourage yourself and your team to complete work at hand first before taking up new work. Work currently in progress must be completed and marked done. This creates capacity in the system, so that you can focus on new tasks. Limiting WIP helps you finish what they are doing already before taking up new stuff. This practice is also useful because it communicates to the customer and other stakeholders that there is limited capacity to do work, and they need to plan carefully what work they ask you or your team to do.
  4. Manage Flow.. A Kanban system helps you manage flow by highlighting the various phases of the workflow and the status of work in every single phase. Based on how well you defined the workflow and set the limits to WIP, you will observe either a smooth flow of processes or work piling up as a bottleneck forms and starts to hold up capacity. Kanban helps you analyze the system and adjust their work accordingly to improve flow. In this way, you will manage to reduce the time it takes to complete each task. By improving flow, your delivery of work becomes smoother and more predictable, making it easier to communicate to your customer when you will manage to get any work done. You will also automatically increase your reliability to your customers’ eyes.
  5. Make Process Policies Explicit. Visualize explicitly your policies, process rules or guidelines for how you do your work. In this way, you create common ground for all those involved in the process to understand how to work in the system. The various policies can be at the board level or at a “swim lane” level or for each column. Examples of explicit policies are: what defines a task complete, what describes individual “swim lanes” or columns, who pulls when, etc. 
  6. Implement Feedback Loops. This practice is an essential part of any good system. Kanban encourages and helps you implement different types of feedback loops. If you want to deliver the right work in the shortest possible time, it’s crucial to get feedback early, especially if you ended up on the wrong track.
  7. Improve Collaboratively, Evolve Experimentally (using the scientific method). The Kanban Method helps you implement small changes and improve gradually in a way that is sustainable for you and your team. It encourages you to form a hypothesis, test it and make changes according to the results you obtain. In a few words, it aims at tackling issues through a scientific method. As an individual or team who aims at being agile, it’s fundamental that you evaluate your process continuously and improve as much as needed.

Notable tools

This is a list of tools that implement the Kanban method. You can test some of them for free.

  • Asana, with boards.
  • Azure DevOps Server, an integrated ALM-platform for managing work in and across multiple teams.
  • CA Technologies Rally, provides teams with the option of managing pull-based, lean software development projects.
  • Unicom Focal Point, a portfolio management and product management tool.
  • Jira (software), provides kanban boards.
  • Microsoft Planner, a planning application available on the Microsoft Office 365 platform.
  • Pivotal Tracker provides kanban boards.
  • Projektron BCS, project management tool, provides kanban boards for tickets and tasks.
  • Trello, cards-based project management.
  • Tuleap, an agile open source tool for development teams: customize board columns, set WIP (Work In Progress), connect board with Issue Trackers, Git, Documents.
  • Twproject (formerly Teamwork), project and groupware management tool.
  • Wrike, an Agile Collaborative Work Management Platform.

Reflection

Think of three ways a Kanban board could facilitate your own professional and/or private life. When you come up with ideas, try to be very specific. They have to reflect what you do and how you operate on your daily routine. 

If you haven’t tried Trello yet, try navigating it and setting up your own account.

 

Resources

If you want to learn more about Kanban: 

https://en.wikipedia.org/wiki/Kanban_(development)

If you want to learn more about Kanban implementations and Kanban boards:

https://www.digite.com/kanban/what-is-kanban/ 

If you want to know why you should use Kanban in marketing https://business901.com/blog1/why-you-should-use-kanban-in-marketing/

If you think your lack of digital competencies is affecting your productivity: https://globalpeopletransitions.com/lack-of-digital-competence-affecting-your-productivity-heres-how-you-escape-that-rut/

If you’re curious to know more about the benefits of handwriting: https://www.fastcompany.com/90389979/5-times-when-using-paper-and-a-pen-is-better-than-using-an-app

References

Piper, J. (2018). Focus in the age of distraction: 35 tips to focus more and work less. Panoma Press, St. Albans.

Schwartz J. et al. (2018, Aug. 4), ‘The overwhelmed employee: Simplify the work environment.’ Deloitte University Press. https://www2.deloitte.com/us/en/insights/focus/human-capital-trends/2014/hc-trends-2014-overwhelmed-employee.html#:~:text=The%20overwhelmed%20employee%20Simplify%20the%20work%20environment&text=Too%20much%20access%20to%20information,us%20into%20%E2%80%9Coverwhelmed%E2%80%9D%20employees.&text=Sixty%2Dfive%20percent%20of%20executives,ready%E2%80%9D%20to%20deal%20with%20it

Productivity Makeover with Graham Allcott (Podcast): https://www.sundaebean.com/2019/12/02/152-productivity-makeoverwith-graham-allcott/

If you’re curious to know more about the benefits of handwriting: https://www.fastcompany.com/90389979/5-times-when-using-paper-and-a-pen-is-better-than-using-an-app

References

Piper, J. (2018). Focus in the age of distraction: 35 tips to focus more and work less. Panoma Press, St. Albans.

Schwartz J. et al. (2018, Aug. 4), ‘The overwhelmed employee: Simplify the work environment.’ Deloitte University Press. 

Zuerichhorn "Heureka"

Despite what is happening in the world I have been keeping myself really busy. Honestly, getting stuff done gives me deep satisfaction and having a lot of great client conversations raises my energy level to the max. So, I personally feel that I work on my mission to bring the Human Touch back into Global Mobility and my team is helping me along.

However, many of you work in corporations and don’t have the luxury that I have where I can choose how I spend my time and with whom I am talking. Many of you still feel the pressure of having a boss or someone to report to and their demands sometimes drive you crazy.

However, being “busy” is not the same as being “effective” so I wanted to share a method that has helped me over the last few years to feel a sense of accomplishment over the holidays. You probably will notice that this year the annual Christmas rush and madness will be different. Not only because we work from home a lot more. I think that our common anxiety level is already a lot higher this year than in the past and working towards the year end might even seem less stressful this year because your adrenaline has been high the whole year. Please let me know if you wish to talk to me. I will give priority to clients but I am also available for our readers here for calls.

I wanted to list a few topics that I am observing in projects and conversations and give you a method on how you can deal with it in a playful way. This is also an activity where you can involve your family and as Chase Eskelen and yours truly recently wrote “Family Success is a Team Sport”.

(This just reminded me of my father and how he used to organize family meetings when we were kids. A funny thing at the time, but I assume that now it is a thing.)

The Perpetual Machine

What I am observing inside corporations and what increasingly frustrates me is the lack of accountability and constant waste of resources and time. It reminds me of Jean Tingeluy’s artwork “Heureka” at my favourite spot in Zurich. Often it seems that many functions and positions are just there to maintain a well-oiled machine but the value they add to the client or company they serve is minimal. 

Bad Data Quality

We also use a lot of time correcting or searching for data because the original source does not contain the data or the data is flawed. We have to rely on our brain to remember specific scenarios so we can cover all exceptional circumstances. We hire more consultants to help us administer a workflow tool that does not deliver the data we need instead of training the data entry specialist in the Philippines or in India so that the data is entered correctly. We implement three levels of controls instead of helping the first handler of the data to deliver a zero error quality report.

Flawed and Broken Processes

Do you often chase someone because they forgot to take action on an item they were supposed to deliver so you can continue your process. You might be correcting processes and mending broken ones because the decision makers do not understand the process and just run around like a headless chicken. Sometimes you might feel like a mother at work trying to collect the toys that the children left lying around all over the floor. You pick them up so that nobody trips but you are also not really noticed as you do your work quietly in the background.

Administration to Control Digitalization

Many digital processes still are in the baby’s shoes so they often need someone to check them and make sure that they are completed. I have been in arguments with my bank because they don’t offer a draft function so that I can enter payments right when I receive the invoice and execute them later when I have enough funds in the account. My payments regularly get stuck because of cash flow issues. Then I need to build an administration around the digital process. And the funny thing is that here they always blame the customer. They hardly ever say: “This is an interesting idea and if we can help you with that we will consider it.”. 

Lack of Integration

The more digital you work the more you miss the link between systems. Be it through platforms or API’s. However, often you work with many different tools and providers and then it is your responsibility to link them all and like LEGO build a castle or a spaceship from scratch. Don’t get me wrong, I like IKEA approaches too, but sometimes I wish I had more detailed understanding of programming languages so I could focus on important deep work rather than fixing the lack of integration of various tools.

Sometimes I feel we lost all of our ideals of Total Quality Management from the good old nineties. At the end of a day we often feel totally exhausted but haven’t achieved anything meaningful. 

What I have noticed is that I can live with certain flaws in my personal space. I can accept a less than perfect light in the bathroom but I cannot accept it in my work. 

One of the reasons why my apartment almost looks the same as five years ago is that my energy goes more into my profession. Now that we are spending more time at home it has become more of a priority for me so I clean up regularly and try to keep the recycling piles low. I also have a few home improvement projects to work on. However, the paid work usually takes over and that leads to me not speaking to good friends forever (SORRY!).

The 25 Priorities Kanban Board

In our team, we have developed a visualization method (The 25 Priorities Kanban Board) to help us prioritize work before we add them to Slack, Trello and the number of G-Sheets that I use for planning. I am a big fan of planning and consistency so this method basically helps me to keep track of my priorities and get stuff done.

You need 

  • A stack of colorful post-it notes.
  • A few big pens
  • A flipchart size (A1) poster or a blank wall.

Here is how it goes:

  • Five Pink Post-It Notes (Work Projects)- Here you write down your five most important work projects to complete until Mid-December.
  • Five Green Post-It Notes (Home Improvement) – Write down five projects you wish to complete at home before the holidays. 
  • Five Yellow Post-It Notes (People) – Write down five people you wish to connect with before the year-end.  
  • Five Orange Post-It Notes (Love Tasks) – Write down five requests of your partner or children that you would like to fulfil until the year-end.
  • Five White Post-It Notes (Self-Care) – Here you write down five wishes that you will grant yourself before the year-end.

Send me a photo of your Kanban Board and observe what happens.

Professional Agile Project Management Tools

If you are looking for useful agile project management tools check this page out please.

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/

Over the last twenty years in Human Resources I noticed that a lot of international talents were frustrated in the process of moving to another country for work. It was not only because their companies paid them another package than what they expected. It was also because a lot of international assignee underestimated the challenge of moving to another country.

For example expats moving to Switzerland often think it will be easier to find affordable childcare, high-quality apartments and a job for their “trailing” spouse. Most expats believe it will be easy to learn the local language (or they even think we speak English). Most expats believe that they are going to have a great career step after their repatriation.

I have seen a lot of anger when assignees went to another country and when they returned home and did not get that promotion or the role they were hoping for. Regularly, I have clients break out in tears because they feel overwhelmed by the international assignment experience. When I worked in India and when I moved to Switzerland I also shed tears. It was not all “Bollywood” or “Chocolat”.

When I started Global People Transitions GmbH in 2012 I was convinced that an international assignment does not have to be a painful experience. I believed that companies can improve their international assignments. I believed that you can have a great experience when you move to a new country. I believed that you can find work you care about – no matter where you are in the world.

So I wrote a vision statement

“We aspire peace and prosperity for all people! Through global mobility expertise, executive coaching and intercultural training our clients build sustainable relationships across the globe and act as responsible leaders.”

Angela Weinberger,
Global People Transitions – Our Vision 2012

And then I developed experience with coaching

In Global People Transitions we have three major goals.

1) We help international professionals to find work they care about.

2) We help global leaders to drive team performance.

3) We work with Global Mobility Professionals to improve their consulting and communication skills.

How do we do this?

We now have four established programs and can also customize workshops for your specific needs.

How much do we charge for these programs?

We have standard rates and are happy to send you our price list.

Who you get in touch with?

It’s time to introduce myself. In the typical German style I talk business first, then I tell you more about myself. My name is Angie Weinberger. I am the founder, owner and main contact at Global People Transitions GmbH.

What is the Global People Club Sandwich?

We write a blog post about international assignments and expat life for the Global People “Club Sandwich” once a week. You will receive a monthly summary of all posts if sign up to our “Global People Club”.

Hiring Talent from the Globe

I’m on a MISSION to bring the HUMAN TOUCH back into Global Mobility. One theme that I see more now is that we Global Mobility Professionals are involved in the recruiting of Global Talent. This makes a lot of sense when you consider that we have the knowledge and skills to deal with most of the challenges that hiring people from other countries brings. However, since in most organizations we are not officially responsible we don’t get the resources we need to deal with recruiting professionally. Hence, we can consult but not support. So, dear recruiters, I hope this is helpful.

Lifestyle Expats, or Self-Initiated Expats (SIEs), are an important factor in today’s global force and the actual circumstances suggest the phenomenon is on the rise (Habti & Elo, 2019). In fact, thanks to technological changes, such as online recruiting, the labour market has become more international and more fluid and made the process of filling jobs internationally (internally or externally the organization) much simpler. As a consequence, an increasing number of professionals consider working abroad a realistic career option and there are growing opportunities to identify and eventually find a job abroad.

We are in the middle of an unprecedented global crisis, which is bound to create a stronger recession than the 2008 financial crisis, and the war for talent is as heated as ever. 

Specialized Subject Matter Experts are increasingly hard to find and when you turn to places rich in talent such as Singapore and certain areas of the US like Boston and the Silicon Valley, that’s of course where competition is already extremely high. Moreover, there is no real point in stealing from the competition if you aim at bringing in innovation. 

It’s 2020 and the global workforce is as varied as ever, with five generations working side by side and companies striving to fulfill all their D&I goals (gender/religion/ethnicity/sexual orientation). As cited by Forbes, diversity plays an ever more important role in recruitment and is proving to be directly correlated with an increased revenue for the company (Boston Consulting Group, 2018; KPMG, 2018). 

Yet, relocation policies have historically been a one-size-fits-all model and are often still struggling to include points such as religion, ethnicity, age, disability status, working mothers, non-traditional family units, etc. 

Make sure your Global Mobility policies acknowledge and support your employees’ varying needs to make them feel more encouraged to accept International Assignment. The point is to ensure that deserving and promising talent does not experience barriers to success.

Demographic changes will require highly-skilled migrants to fill positions as turnout of university graduates declines in developed countries. Also at the EU level and among the Member States there is consensus on the need to address labour market shortages, worsened by the deepening demographic crisis and skill mismatch (Platonova & Urso, 2012).

Even rich countries like  Liechtenstein, (Beck et al., 2018; Hauri et al., 2016) may have a hard time attracting talent. Other more traditional expat hubs, like Singapore, London, New York City, the UAE, Hong Kong and Switzerland, continue leading the ranking despite the high costs of living. In this case, according to the 2020 Global Talent Competitiveness Index, what really makes the difference are their socio-economic policies in which talent growth and management are central priorities. 

Perhaps even more important to acknowledge is that the world of work as we knew has already changed. With new technology enabling employees to work almost anywhere and anytime, the classic ‘nine to five’ is outdated. In an article published by Sage People even before the pandemic changed companies’ approach, figures speak for themselves:  not only do 50% of the US interviewees say they’d like to be more mobile at work, but a good 54% would change job if it meant more flexibility.

In Global Mobility, Virtual Assignments are an opportunity to give employees the much longed-for flexibility they seek. Despite Virtual Assignments having always been on the rise since the widespread implementation of the internet, it’s easier to see how they’re going to be even more numerous in the aftermath of the Corona-crisis. In fact, never before have so many employees worked remotely in order to guarantee essential business continuity. 

But there is another side of the medal, and this is the portion of talent who seek international experience as part of their decision to join a company.  In particular, overseas assignments are becoming more appealing among Millennials, who often see the opportunity to live and work abroad as more rewarding than a pay rise. They are called Digital Nomads or Telecommuters. According to Smart Gear, 90% of digital nomads plan on working remotely for the rest of their careers, while 94% of them encourage others to try Digital Nomadism themselves.

Whether or not you’re having troubles attracting talent, here are six basics to add to your recruiting suite that you should consider during and after the recruiting process. 

1 – Make Sure They Have a Realistic Picture of What it’s like to Live in Your Expat Hub

Try to put yourself in the mind of a candidate who is contacted by a company in a foreign location. What’s the first thing that you would like to know? Salary? Job title? The direction of the company? Probably none of these things, but rather: “Why would I want to move there?”

Moving continents, or even “just” countries, isn’t a decision that can be taken on the potential of a great office view only. Instead, candidates need to know what the place looks like, what language is spoken, where they (and maybe their families) would live and whether they would fit in.

It is useful to include this information on your careers page so as to make it more of a relocation portal and less of a job listing. Workable offers a service to help you in this process. Not only will candidates benefit from this information, but so will your company: showing what candidates want to know during the overseas job hiring process builds your credibility from the beginning.

This type of thinking is beneficial for companies at every level, whether you’re hiring someone 70 or 7,000 miles away.

2 – Help with the Move of Household Goods

Among Expats and Expat Spouses, the phase of moving abroad is often cited as the most stressful one. Moving out doesn’t take one day only: there are farewells, often a party, and especially when small kids are involved, the family needs to stay with friends or in a hotel room. While Expats are still busy handing their work over and finalizing conversations with clients, Expat Spouses are often alone in coordinating all the logistics behind the move. That’s why it is important that they are connected with a moving company. Having someone who takes care of their house goods until they are settled in the new location surely spares the Expat family from a lot of stress. 

If you are looking for a relocation company, consider paying a visit to the Keller Swiss Group. They offer relocation services, household removals, business relocation and household storage services, both in Switzerland and worldwide.

3 – Organize Support with Immigration 

Organizing support with immigration is definitely another helpful and efficient way of helping the expat family during the stressful pre-assignment phase. In recent years, the process of obtaining work permits and visas has become more complex. Letting Expats and Expat Spouses navigate this sea of bureaucracy all alone would put on them an incredible and unnecessary amount of stress. 

When it comes to immigration compliance, each case is different and needs to be examined thoroughly. Some relocation companies, like BecomeLocal in Switzerland, are specialists in this field. They can help you handle the permit process, write applications and submit to the authorities, instruct professionals and executives to obtain visas, sparing your organisation and the expat family a lot of hustle.

4 – Provide Spouse Career Support and A Pre-Hire Assessment for the Spouse

The effects that International Assignments have on the Expat Spouse’s wellbeing and state of mind are often underestimated. For some Expat Spouses, the sudden change from independent career person to stay-at-home parent has a strong psychological impact, even more so if getting a working visa is not possible.

Coaching is a very powerful tool with which companies can support Expat Spouses. With the help of a Career Coach, some Expat Spouses manage to start their own businesses while living abroad, thus finding deeper fulfillment in the experience.. At Global People Transitions we are specialized in this. If you want to know more about what we do to help Expat Spouses find motivation and new perspectives, visit Global People Transitions or send me an email (angela@globalpeopletransitions.com).

It is also very fair to the Expat Spouse to have a realistic idea of whether their profile actually leads to potential employment in the host market or whether their chances of finding work are slim. An Expat Spouse Coach can also help with a pre-hire assessment for the Expat Spouse.

5 – Consult them on Technical Issues such as How to Get Health Insurance, What to do About Their Taxes 

Once again try to put yourself in the mind of your future employees. They now have a clearer idea of what it means to live in your expat hub and they are positively considering relocating there. Perhaps their spouses and children are coming along. In this preparatory phase, Expats are inevitably very busy with what needs to be handled back at home in their professional and private life. But they also need to be ready for what’s coming next. 

Handling both “back home” and “in host country” can be extremely overwhelming, especially if this means going through important technical issues of a country with a different system and in a language they don’t understand. This is the right time to step in and consult them on important decisions such as which type of health insurance to get and how to do it, but also on how to handle their taxes. If you can’t deliver this in-house we’re happy to help.

6 – Sprinkle Everything with  A Bit More Human Touch

As I said earlier and many times before, HUMAN TOUCH is my MISSION and the key to enhancing the employee experience. Deloitte (2019) proved to be onboard with that when stating that today’s global workforce is attracted and motivated by a more personalised, agile and holistic experience than before. This is why it’s important that you find your way to unlock the HUMAN TOUCH. For example, you can start by welcoming new team members with a hand-written card. You will make their first day a celebration. 

If you wish to review your global recruiting policies or your process please contact me for a proposal via angela@globalpeopletransitions.com.

Resources 

Become Local. Swiss Immigration Adviser. https://www.becomelocal.ch 

Harrison, C. (2019, 19 Sep.). „7 Surprising Statistics about Digital Nomads.” Smart Gear Blog. https://smartgear.travel/7-surprising-statistics-about-digital-nomads/

Hayes, A. (2020, 7 Apr.). „What is a Digital Nomad?”Investopedia. https://www.investopedia.com/terms/d/digital-nomad.asp

Keller Swiss Group. Worldwide Moving Relocation. https://www.kellerswissgroup.com/

MBO Partners. (2018). „Rising Nomadism: A Rising Trend.” MBO Partners, Inc. https://s29814.pcdn.co/wp-content/uploads/2019/02/StateofIndependence-ResearchBrief-DigitalNomads.pdf 

Montilla, E.  (2020, 17 Jan.). „Achieving workplace diversity through recruitment in tech.” Forbes. https://www.forbes.com/sites/forbestechcouncil/2020/01/17/achieving-workplace-diversity-through-recruitment-in-tech/#2214496a1359

References

Beck, P., Eisenhut, P. and Thomas, L. (2018). „Fokus Arbeitsmarkt: Fit für di Zukunft?”. Stiftung Zukunft.li. Retrieved 28 May, 2020, from https://www.stiftungzukunft.li/publikationen/fokus-arbeitsmart-fit-fuer-die-zukunft 

Boston Consulting Group. (2018). „How diverse leadership teams boost innovation.”, BCG. Retrieved 28 May, 2020, from https://www.bcg.com/publications/2018/how-diverse-leadership-teams-boost-innovation.aspx 

KPMG. (2018). „Inclusion and Diversity: How Global Mobility can help move the Needle”, KPMG. Retrieved May 28, 2020, from https://assets.kpmg//content/dam/kpmg/xx/pdf/2018/06/global-mobility-inclusion-and-diversity-how-gms-can-help-move-the-needle-FINAL.pdf

Habti, D and Elo, M. (2019). Global Mobility of Highly Skilled People. Cham, Switzerland: Springer. 

Hauri, D., Eisenhut, P., and Lorenz T. (2016). „Knacknuss Wachstum und Zuwanderung: Hintergründe unde Zusammenhange.”Stiftung Zukunft.li. Retrieved 28 May, 2020, from https://www.stiftungzukunft.li/application/files/3215/1635/3318/Knacknuss_Wachstum_und_Zuwanderung_Endfassung_22_11_2016.pdf

Platonova A. and Urso, G. (2012). „Labour Shortages and Migration Policy.” International Organization for Migration. Retrieved May 28, 2020, from https://publications.iom.int/system/files/pdf/labour_shortages_and_migration_policy.pdf?language=en