"I would like to understand the initial steps to transition
my career to an international platform. Are there structured steps to
take? I would like to incorporate traveling abroad and relocating with my
organization. What is the best way to get experience and become
marketable outside of the US?"
This blog will feature questions (ranging from leadership and diversity to culture-specific communication, global team-building, and the nuances of business and social protocol in different countries and cultures) raised by working, adult students in higher education. You are invited to share your insights and perspectives based on your own personal work experiences. See "Welcome . . . more about this blog" for additional information about the blog's history and purpose.
Great question. I've never personally sought this before, however, I will use my organization as an example and the steps I would take on a high level:
ReplyDelete1)I would start my due diligence to see if there was a global division in my company. There actually is, so I would research what they do and what their values and objectives are.
2)I would then reach out via phone and email to the department/division director, and express my interest, and ask to meet as I would like to learn more about what they do.
3) If for some reason the director could not meet, or is not local, I would ask to schedule a conference call to quickly touch base.
Hope that helps.
Excellent suggestions, Jeff. To add to your suggestion points, a reminder to keep the Global Leadership Expertise Development Model GLED) in mind: Antecedents (Individual Characteristics, Cultural Exposure, Global Education, Project/Job Novelty; -> Transformational Process (Experiences, Encounters, Decisions, Challenges; -> Levels of Global Leadership Expertise (Cognitive Processes, Global Knowledge, Intercultural Competence, Global Organizing Expertise).
ReplyDeleteReference:
Mendenhall, et al. (2013). Global Leadership: Research, Practice and Development (2nd ed.). New York, NY: Routledge.
I agree with Jeff and Charlene’s comments wholeheartedly! It also depends on your organization. Sometimes it is easier to gain exposure in a larger firm, sometimes there is too much bureaucracy to make strides. However, one of the key components we have read and discussed in class are related to a cultural mentor. A mentor can provide you great insight as to how to get involved and what steps to follow. Someone who has already experienced what you hope to do will be the best option you have to truly understand the expectations and likely has a network of people they can connect you with.
ReplyDeleteI also don’t think it would hurt to try to expand your horizons outside your comfort zone and your immediate circles. Try learning a new language and or get involved in some cross-cultural activities. Places like churches and non-profits often look for volunteers to help manage those types of events.
That is my perspective on how I would approach it. We have great networking groups across my firm, so it’s easy for me to send a quick email or phone call to express interest. In most cases, people are happy to help and connect you with the right people to begin that dialogue.
Great suggestions everyone!
ReplyDeleteWhat I would add and have heard working for people with a desire to work globally is to make sure you let the top people in the organization know your desire. The mentoring suggestion is probably a key component along with developing your "brand" within the organization. This can be helped by getting involved with internal affinity groups and outside business organizations.
These are all great suggestions. I would like to add some of Anne Driscoll's comments from class. I think part of conducting our due diligence is making sure our own personal values align with those of the department and/or destination we are looking to go. We possess certain values that are flexible however, our core values are non-negotiable.
ReplyDeleteThank you for all of your suggestions. February, I transitioned into my current role and had begun looking for a new mentor. I believe having a mentor over the past 2 years was integral in preparing for this role and kept me accountable for milestones as I worked toward my professional goals. I took your suggestions and have volunteered to be a Culture Change Champion; not only will this opportunity introduce me to Sr. level management, but it will assist me in developing my "brand" within our organization. I will keep you posted.
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Positive first steps, Jackie. I hope you will consider finding someone to mentor, as well. It appears you're off and running. Such good news!
Delete(391-16SP08) Absolutely, there are various steps you can take to transition your career to an international platform. My biggest step would be to perform a COI on myself and understand what my weaknesses or positives are. I would then perform due diligence on the roles that are available in the particular countries along with international charts of how other people perform in the work environment. I would then cross compare to see what I would need to improve or change on before I apply for the job. My final step would be to interview employees from the countries to see which role would be the best fit and try to gauge the work ethics of the role.
ReplyDeleteIn addition to due diligence, I'd also emphasize ensuring your employer is acutely aware that you are willing, able and would relish the opportunity to both travel and live abroad. Clearly communicating to your employer across various organizations (including your HR Business Partner) is probably a good idea.
ReplyDeleteI would begin by evaluating the organization in which you are working for. See if they encompass opportunity or a platform for you to grow internationally, and then learn more about what the company looks for in order to be involved on a global basis. Encompassing all that we are learning in this class, including the Strategic Performance Framework, will allow you to develop a strong cultural awareness and adaptation strategies for the prospective global role. Cultural perspective is developed by seeking out cultural insights with open attitude, self-awareness, and other-awareness.. Cultural skills encompass cultural due diligence, style switching, and cultural mentoring. These practices will lead you to experience an "activation stage", and results in strategic results.
ReplyDeletePutz, L. E., Schmitz, J., & Walch Ph,D., K. (n.d.). Maximizing Business Results with the Strategic Performance Framework (6th ed., The Cultural Orientations Guide). Saline, MI: McNaughton & Gunn Headquarters and Production Facilities.
I feel it really depends on the opportunity of available positions. You can look at the job postings for your company and see what the required amount of travel is required. Also talking to your HR department and asking about available positions in your company that require traveling for work. At that time you can also look at the requirements. This will show you if there opportunity is there and then you must complete your due diligence to make yourself more marketable for the position.
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