Bringing the Family on Board in Global Mobility Have you been offered an international project or long-term assignment to another country and are not sure how to bring your family on board? Many expats make difficult decisions. These decisions are not always to the liking of our partner or children, especially teenagers can be quite difficult when they find out that they have to leave their friends. Having worked in Global Mobility for a long time in my career, I would like to help you with tips of bringing the family on board in global mobility earlier in the process. You might argue now that your partner knew when they married you, that you had an international outlook on your […]

Moving from Ad-hoc Hiring to a Global Sourcing Approach Expat Selection is a myth and if you would like to select expats in a structured manner you better start with a few basic adjustments in your global sourcing process. Succession Planning as a Basis for Expat Selection Succession Planning should guide the individual development plan, the international assignment business case, and the transition plan. I advise thinking about the international assignment from the end. Start to think about the next role before you discuss the international assignment business case with the assignment targets and cost projection. In other words, find a position the assignee could fill after the assignment in your succession plan. Most companies only have a succession plan […]

We are supporting Global Mobility Managers to become a rockstar with a few tricks of the trade. I am nowadays more involved in operational global mobility topics than I ever was. While the constant filling of payroll instructions, hypo tax calculations, and balance sheet updates reminds me of the Sysiphus tasks I mentioned in the talk, I have learned a great deal over the last few years. I don’t mind the operational work so much anymore as long as I can still coach expats and their families. I am contemplating that even expatriate payroll is so much more interesting than normal payroll and that we need professionals with intercultural competence to ensure that the expats get paid correctly. You would […]

I recently started this series of posts on the push for “Rainbow Talent” in Global Mobility. The Push for Rainbow Talent in Global Mobility is a series we created for Pride Month to raise awareness of the issues diverse and queer talent might experience in the realm of Global Mobility. In Part 1 we focused on the WHY and in Part 2 on the HOW. Here we focus on the benefits of a more inclusive Global Mobility program. In part 4 we will focus on WHAT you can do to change with ten concrete action steps. We discussed the background here (Part1) and here (Part 2). I’ve also given you lots of reasons why it makes sense to support Rainbow […]

Benefit From Being More Inclusive in Global Mobility In the first part of our series “The Push for Rainbow Talent”, we have so far focussed on why this topic is important and why we think we need to address it. The Push for Rainbow Talent is our series to raise awareness for the less-represented talent groups in Global Mobility. This post focuses on how you can benefit from being more inclusive. Even though the global business case for boosting Diversity and Inclusion is clear, we seem to have gone backward when trying to reach our goals in the diversity, equity, and inclusion space. If you want to expand your global competitiveness, you need to be a pioneer of equal opportunities, […]