Global Mindset – Where Can I Get One? (Part 2)

As promised in my previous post, here are some of my ideas on how to help employees develop global mindset.

But let’s define what, in fact, we are trying to achieve when we talk about global mindset. For me “global” does not only mean “geographically diverse”, it rather means open to the fact that there might be other ideas and many of them are not better or worse, they are just different. We can take this definition from the Financial Times Lexicon

We would define global mindset as one that combines an openness to and awareness of diversity across cultures and markets with a propensity and ability to see common patterns across countries and markets.

and think of how we can build step to help our leaders develop international mindset. Continue reading

International Development Assignees — What Happens When They Come Back?

I remember this overwhelming feeling of becoming Head of Talent in a big multinational company in Russia almost 10 years ago.  I thought I will be doing things right, I will be following up on every talent process we had scrutinising all the stages:  from planning to post debriefing, from creating lessons learned to actually learning from these lessons.

One of the talent management tools I thought I really needed to have a closer look at was International Assignments.  We were using them as ultimate development took for our Hi-Pos and getting excited about every assignment we could secure.  But once the assignees were out of sight we would conveniently relax and most of the time would be caught unprepared for them when they would return.  Continue reading