Global

5 Interview Questions for Global Assignments

jon interview1How do you select the right leaders for global roles?  Local success does not necessarily guarantee global success. What are the red flags that could potentially lead to a global misfit?  Selecting talent who will eventually succeed in global roles is a major responsibility and can be daunting for the inexperienced global talent manager.

Here are 5 sample interview questions that could give you a broad and deep perspective of your global candidate, regardless of host country.

1. What was your most difficult or complicated problem or situation that you have handled? How did you handle it and what was the result?  This question can reveal insights to a person’s ability to handle ambiguity, complexity, surprises and differences. Effective leaders are not threatened or paralyzed by new or complex situations.  In fact, they are energized and challenged when the unexpected occurs.

 

2. How do you select members of your team? What do you look for and how what do you avoid?  This question leads to the leader’s ability to promote the success of their team, both with each other and with their local and cross cultural team members. Look for exceptional listening skills and openness to ideas other than their own.

 

3. Tell me about an incident where you had to adjust a global policy to an organizational procedure that was in conflict with local practices.   How did you handle it?  This refers to a leader’s ability to understand perspectives other than one’s own or integrate multiple viewpoints to creatively arrive at a win win solution.

 

4. How do you reward the members of your team?   Probe for customization vs one size fits all rewards and recognition.  A successful global leader seeks multiple points of views, anticipates differences and act in consideration to others needs.

 

5. How have you prepared your successor?  Successful global leaders are personally engaged in developing their people through multiple approaches.

 

Interested in learning more about how to successfully select, plan for and develop global talent?  Join us at the 20th Annual Leadership Development Conference of the Conference Board on June 3-5 in San Diego, CA.  For the Agenda, see Global Leaders . To register, visit the sign up page.

Is your HR Staff equipped to build a succession plan?

TheConferenceBoard

 

Join us at The Conference Board’s 20th Annual Leadership Development Conference and Succession Management Seminar

I am delighted to speak on Assessing and Developing Global Talent at the Succession Management Seminar on June 3 in San Diego, CA.

The seminar  includes:

  • A personal assessment of your current global capability using the Transglobal Leadership Assessment;
  • Tools and techniques to move your organization’s succession management capability

For the Agenda, see Global Leaders . To register, visit the sign up page.

What does it take to be a global leader?

EmpoweringTeams2013

What does it take to be a global leader?

Tasked with identifying and developing talent for global assignments?

Have you recently been assigned to lead a global team?

Is your company in the midst of a global expansion?

  A couple of months ago, I was asked to coach a senior global leader, on an expat assignment in the US who was very successful in his country but could not replicate his success here in the US. Having a global assignment and being successful in your country does not guarantee success in a global role.   Join us at 20th Annual The Leadership Conference of The Conference Board, on June 3-5 in San Diego, CA.  The pre conference on Succession Planning will help you  to deepen your own global acumen, learn the key leadership behaviors of successful global leaders and walk away with succession planning tools. 1. Uncertainty Resilience – someone who comfortably adjusts to changes and complexities. 2. Team Connectivity – someone who integrates and connects ideas and people across boundaries. 3. Flexibility – ability to adjust their style in a practical way considering local and global norms. 4. Responsiveness – use customize and appropriate ways to address, motivate, inspire others 5. Talent Orientation – personally involved in the customized development of their own people. It is no surprise that building teams and connecting people while taking into consideration the uncertain and constantly changing global environment are critical leadership qualities of a successful global leader. Find out how prepared you are to take on a global assignment or lead others to succeed in global roles.

For the Agenda, see Global Leaders . To register, visit the sign up page.

Where is your organization in the global maturity curve?

global assignment– Your company has just expanded globally

– You want to apply for a global role but you do not have the experience

– You have just been selected for a global assignment, but are unsure about your own capabilities

You may be experiencing these or similar apprehensions about being a global leader, but you do not need to be concerned.  Join a select group of leaders at the 20th Annual Leadership Development Conference of the Conference Board on June 3-5 in San Diego, CA 

The Succession Management Pre Conference will help you:

  • Learn a global assessment tool to identify and develop high potential talent
  • Understand where your company is on the global organizational maturity curve
  • Identify tools and techniques to build your succession plans

For the Agenda, see Global Leaders . To register, visit the sign up page.

We look forward to seeing you.

 

What is Your Global Acumen?

Global HR Academy

Have you ever wondered how effective you are as a global leader?

What are the key competencies you need to have to be successful in your global assignment?

How do you identify, attract and retain your global talent pool?

Are you ready to take your global leadership to the next level?  Join us with a select group of leaders at the 20th Leadership Development Conference of The Conference Board on June 3-5 in San Diego

At the Succession Management Pre Conference on June 3,  you will learn how to:

  • Recognize, assess, and select talent global talent
  • Analyze and refine your development practices in light of global demands
  • Develop a network of senior professionals who are addressing similar challenges

To learn more about the Conference, please visit our website https://www.conference-board.org/conferences/conferencedetail.cfm?conferenceid=2609

 

 

Three Valuable Lessons I Learned in my Global Assignment

woman globeIt has been several years since our expat assignment in Belgium but the experience remains fresh in my mind. The two years we spent in Belgium strengthened not only my career and understanding of global business but also my family’s bond.  The experience enriched our lives. Being an Asian American female executive in Europe sent by an American company holding the top job was not common those days.  I was not the typical expat, therefore I was not stereotyped and eventually, I think my uniqueness worked to my advantage.

 

  1. I learned what it takes to work closely and intensely with people from different countries. I learned to accept and appreciate differences including my own uniqueness. I learned that No did not necessarily mean No and Yes did not mean Yes.  I learned to probe further to understand others. I learned to flex my style to be effective.
  2. Since time was limited and we knew this experience would not last, we made instant friends.  We valued our new friends and chose which ones were going to remain our friends even when we moved back home.
  3. I learned a lot about myself. My executive coach was invaluable to me.  At our very first meeting he said since I am Filipino American, I am viewed as an Asian in Europe even if I came from the US.   They expected me to demonstrate typical Asian norms, because this what they know.  I realized how much I’ve forgotten or abandoned being Asian having lived in the US for most of my career years. I took a journey back to who I really am. It was quite an experience to have the freedom to be me again and get in touch with my “Filipina-ness”.

I will never forget my coach, Robert Brown, who helped me navigate through several difficult situations. He became an ally to me, a trusted advisor, mentor and friend.  He introduced me to a new business network who helped me understand local business better. He genuinely cared for my success and became a close family friend.  Sadly, Robert passed away a few years ago.  His influence on my life, career and our family was invaluable and we are forever grateful.

If you are in an expat assignment today or working outside your home country, you may be experiencing a range of emotions – from excitement to frustration.  From loneliness – missing your friends and family , to enjoying meeting new people and discovering new sights and experiences.  How are you viewed by your local colleagues?  What impact does your presence have on them?  How can you make the most of your expat assignment?

 

Join us at The Conference Board, Global HR Academy on June 9-12 and learn more about what it takes to be successful in a global role.  To read more about the Academy, click here http://www.conference-board.org/globalhrleadersacademy/.

 

To apply and receive special pricing, contact Fana Tekle at fana.tekle@conferenceboard.org or call her at 212-339-0210.

 

Invitation: The Global HR Leaders Academy

The Global HR Leaders AcademyHR Colleagues:

Wondering how to take your career to the next level?  Want to ensure you are prepared to take on broader global responsibilities? Join a small cohort of colleagues across diverse industries and  a practitioner faculty that will deepen your acumen, broaden your network, and prepare you for expanded responsibility in your organization on June 9-12 at the Conference Board in New York City.

The Conference Board’s Global HR Leaders Academy welcomes experienced, mid to senior-level HR leaders with growing global responsibilities. Led by an expert faculty in a small group environment, the Global HR Academy experience includes:

  • A personal, confidential assessment of your current global capability using the Trans-Global Leadership Assessment
  • A 3-day intensive learning experience, coupled with pre-and post-event webcasts
  • Simulations, interactive case studies with experienced practitioners from leading companies, individualized coaching and a personalized action plan
  • Tools and techniques to help move your organization’s HR capability up the maturity curve
  • Global HR Leader Certification and 13.5 HRCI credits

To learn more about the Academy, click here. https://www.conference-board.org/globalhrleadersacademy/

We are offering a one time special rate of $2,500 for the June cohort only.  To avail of the discount, contact Fana Tekle at fana.tekle@conferenceboard.org or 212.339.0210 and mention this posting from me.

We look forward to welcoming you to the Academy.

 

How to Succeed while on a Global Assignment

global assignmentHave you just moved halfway around the world, sold your belongings or placed them in storage? Do you struggle to learn the local language? Are you on a plane most of the time, constantly jet lagged and have a huge fog in your head? Is headquarters calling you for regular updates? Do you feel like you owe your company for sending you in this assignment that you are willing to work day and night to prove your worth? You take conference calls at all times, they seem to forget that you are in a different time zone.

In the meantime, your personal life is non-existent, business pressures don’t seem to lighten up and you have not had the time to explore your new world.  You set some goals before you took this assignment – trips to explore the local sights, learn the local language, make friends with locals, but your work and travel have taken priority and you are stressed and lack sleep.

As glamorous as the word expat may sound, the reality of many expats lives are far from it.  Expats do not travel for leisure or live a life of discovery and exploration. Expats work long hours and take on the pressure of running the local business. They do not have their support system and they miss their family and friends.

The difficulties of expat lives can be managed and the assignment can be memorable and career enhancing.  Handled well, this could be a period of huge growth and development for the expat, their family and their careers.  What are some of the ways that your expat assignment can be successful?

  1. Keep headquarters regularly informed.  Set up regular calls or emails to let your bosses know the local conditions.  Try not to surprise them.  If you have bad news, deliver bad news in a timely manner with a couple of solutions that you have vetted out with your local team members.  Stay connected with mentors back in the home country and set up regular calls with them.
  2. Develop a new support system locally.  Find people who you can trust inside the company and outside.  Join your local professional organization and make the time to nurture new relationships.
  3. Learn at least 10 most popular local words – words of greeting, respect, agreement or disagreement, common courtesy words.
  4. Find a way to exercise regularly or find ways to keep your mind, body and spirit clear and centered.
  5. Figure out the number of weekends or vacation days that you have and plan to see the local sights.  Book your tickets.  Before you know it, your assignment is up and you would not have been able to see the sights if you didn’t plan in advance for it.
  6. Plan your home vacations yearly so you have something to look forward to.  Keep connected with friends and family through social media.
  7. Hire a local coach, find a trusted mentor.  This has been the most valuable thing I have done while on expat assignment, one that I would recommend to everyone outside of their home country.  Your trusted coach will help you gain perspective, reframe your thinking, challenge you when needed or push you out of your comfort zone to grow.

 

Being out of your comfort zone, while difficult, is a period of high growth and eventually high rewards.  An expat assignment is not for everyone, but you have that call inside you and you have it in you to succeed. With the right moves and a trusted support system, the benefits of an expat assignment far outweigh the challenges and difficulties.  Enjoy the journey.

How to Identify, Coach and Develop a Transglobal Leader

EmpoweringTeams2013My workshop in Prague was about developing talent for effectiveness in multicultural settings.  As businesses evolve to be more virtually global, employees who are prepared and coached for global assignments have more confidence, respect and engagement with their multicultural colleagues.

Based on the research and published best-selling business book Winning with Transglobal Leadership of Sharkey, Cooke, Razi and Barge, a new model of leadership called the Transglobal Leader is emerging. This is the leader who successfully works across boundaries, cultures and countries embodying the five leadership behaviors of successful global leaders: Uncertainty Resilience, Team Connectivity, Pragmatic Flexibility, Perceptive Responsiveness and Talent Orientation.

At the workshop, participants assessed their own transglobal leadership skills, created an action plan and learned a coaching model to improve and develop their effectiveness in a multicultural setting.  Participants walked away with a framework for organizational effectiveness that they can adapt to their own organizations.

Building Your Global Team

qed header 2 I was delighted to speak about global leadership in Prague last November at the Empowering Teams 2013 Conference.  Here’s the abstract of my keynote.

Today’s working environment is more virtual and global than ever. Leaders who are not prepared to build and develop their teams and deal with multicultural challenges are likely to make costly mistakes for their company and negatively affect business success. Employees, board members, managers are increasingly multicultural, and so are your customers. Companies spend millions to send local talent internationally to develop local markets. Without training or coaching, you will not be equipped to build effective teams and handle the pressures and challenges of communicating with your international colleagues.

Liza Sichon will share the findings of the latest research on successful team leaders.  A new model of leadership for today’s complex multicultural environment is called the Transglobal Leader. Based on the research and book, Winning with Transglobal Leadership by Sharkey, Cooke, Razi and Barge, a transglobal leader works with ease across countries, across cultures, across boundaries.  Their focus is on building healthy and sustainable teams wherever they are with whoever is on their team.  A transglobal leader exhibits leadership behaviors that make them successful in a multicultural environment.

If you are leading a global team today or preparing for an international assignment, one of the questions that you need to ask yourself is do you currently think and behave like a transglobal team leader?  Are you developing your team members to succeed in our challenging global market? Do you know how to identify, assess and coach your team members in a multicultural setting?  Liza will provide practical examples of doing business in a multicultural setting based on her own experiences of over 25 years in a global environment.

 

 

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Top Reasons Coaches are Engaged:

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    • Develop high potentials or facilitate transition: 48%
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