Managing International Careers

Monika ChutnikETTA Global Leadership Consulting

International Human Resources Management post-graduate studies in Wrocław University of Economics, March 2017

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etta.Who we are

ETTA. Leadership development in international

setting #1 in Poland in cross-cultural and

international cooperation Diversity management and people

development strategies

POLAND. Czech Republic. Hungary. Germany. Austria. Switzerland. Russia.

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The power of international teams

conference for managers and HR(Wrocław, October 20th, 2017)www.internationalteams.eu

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ETTA business breakfasts 2016Wrocław• FRISowanie na śniadanie – Dec 9th, 2015• Osłódź sobie Niemców – Mar 24th, 2016• Cross-Cultural Recruitment – May 24th, 2016• Dobry start – jak odpalić współpracę w międzynarodowym

zespole? – Jun 21st, 2016• Let’s Go Dutch! Współpraca z Holendrami – Sep 20th, 2016 • China First Aid Kit. Cooperating with the Chinese. Nov 15th, 2016• Ukrainians – How to deal with the new driving force? Dec 5th,

2016

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ETTA business breakfasts 2017Wrocław

• Leadership, business, intercultural COACHING – March 28th

• Measuring Diversity. Diagnostic tools in business. – April 27th

• Mental Toughness – May 30th

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Content for today!

• International business reality and career management • Benchmarks • Best practice• Case studies • Managing your own career

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What is a CAREER about?

CAREER

C A R E E R

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What is a CAREER?

• The progress and actions taken by a person throughout a lifetime, especially those related to that person's occupations. A career is often composed of the jobs held, titles earned and work accomplished over a long period of time, rather than just referring to one position.

• Read more: BusinessDictionary.com

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What is a CAREER? Three perspectives:

a) person's „course or progress through life” relates to a range of aspects of an individual's life, learning and work.

b) relates to the working aspects of an individuals life e.g. as in „career woman”.

c) describes an occupation or a profession that usually involves special training or formal education, and is considered to be a person’s lifework. In this case "a career" is seen as a sequence of related jobs usually pursued within a single industry or sector e.g. "a career in law" or "a career in the building trade".[Oxford English Dictionary]

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Career in old* mindspre-modernist approach

„Cursus honorum” - sequential order of public offices held by aspiring politicians in Roman Republic and the early Empire. • designed for men of senatorial rank• a mixture of military and political administration posts• each office had a minimum age for election• minimum intervals between holding successive offices • laws forbade repeating an office

[http://en.wikipedia.org]* ancient Roman ;-)

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Did you know?

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In 2000, A Fairly “Young” World

Under 5% 5% to 12.4% 12.5% to 20% Above 20%

Source: U.S. Census Bureau

Percent of Population Age 60+ in 2000

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. . . Rapidly Aging by 2025

Source: U.S. Census Bureau

Under 5% 5% to 12.4% 12.5% to 20% Above 20%

Percent of Population Age 60+ in 2025

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Poland. Our future?...

• 2010: 1 pensioner 4 working persons• 2030: 1 pensioner 2 working persons

• Minimum pension PLN 882,56 (2016r.)• Polish pensioner’s average monthly expenses:

PLN 500 rent, PLN 200 medicaments

1717

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4%

20%25%

16%

1%

34%

50 or less 51-60 61-65 66-75 75 andmore

Never

At what age are you planning to retire?

Many employees are not planning to retire at all

Source: The New Employee/Employer Equation, The Concours Group and Age Wave, 2004

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Education Work Relax

0 10 20 30 40 50 60 70 80

Changing lifecycle composition…

Age

Source: Demography is De$tiny, The Concours Group and Age Wave, 2003

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Education Work Relax

0 10 20 30 40 50 60 70Age

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… into cycles

Source: Demography is De$tiny, The Concours Group and Age Wave, 2003

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Education Work Relax

0 10 20 30 40 50 60 70Age

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Evolutiontowards ‚mixed’ life paths

Source: Demography is De$tiny, The Concours Group and Age Wave, 2003

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Global changes

• 24h availability• Virtual work• Flexibility• Outsourcing / downsizing / reengineering• Project / portfolio employees• Limited loyalty

Which of them are visible in my job? In what way?

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Can you plan design a career? (post)modernist approach

• a wide range of choices, especially in the range of potential professions• more widespread education

• careers of the career counselor and of the career advisor have grown up

• dual or multiple careers, sequentially or concurrently

• professional identities have become hyphenated or hybridized to reflect this shift in work ethic.

• Economist Richard Florida notes this trend generally and more specifically

among the "creative class".

[http://en.wikipedia.org]

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• conscious planning of one’s activities and engagements in the jobs one undertakes in the course of his life

• for better fulfilment, growth and financial stability.

• It is a sequential process that starts from an understanding of oneself

• and encompasses occupational awareness.

Career management is

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Your career experience

Threes: • What steps have you taken

in your career so far? • How are these steps different

from each other? What is common in all of them?

• What have you learned about yourself in your career so far?

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How can you design your career?

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Career is like…Career is like…

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Designing your own career Career coaching

Pairs1. How do you imagine your career? 2. What is your career goal? 3. Why is this goal important? 4. How do you want to get there? 5. What do you already have that will help you get

there? 6. How will you know you have reached your goal? 7. What comes next?

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Traditional pension: collapse from top power and prestige

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20.30.

50. / 60.

Source: Workforce Crisis: How to Beat the Coming Shortage of Skills and Talent, Dychtwald, Erickson, and Morison, April 2006

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Future careers: continuous work

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20s

30s

50s 60s

70s

80sCareer

development

Career slows down

Source: Workforce Crisis: How to Beat the Coming Shortage of Skills and Talent, Dychtwald, Erickson, and Morison, April 2006

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The career path

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What is career

20s

30s

40s50s 60s

70s80s

Career Development

Career Deceleration

Source: Demography is De$tiny, The Concours Group and Age Wave, 2003

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This is how careers work:

Career is like a spiral

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Your observations

• Think about 2 positive and 2 negative examples of international careers among people you know

• What do they do so that you think their career is successful?

• What of that would seem useful for you, too? Please note it down!

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You (usually) need to choose

ExpertManager

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Into a global thinking mode?

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Strategic gapa ‚near-sighted’ attitude towards products, Customers, subsidiaries

• Strenghts and skills of local offices are ignored • Learning and knowledge of specific team members are

ignored• Special needs of local markets are ignored • Gap between the organisation’s strategic goals and the

capability of key people to implement them • Technical skills or professional experience ≠ ability to transfer

them in an international context

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Managing careers

Whose responsibility is it to manage careers? Is it: • Employee?• Manager?• HR?• …

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Make sure you can

influence!

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Managing global careersfacing the challenges

(1) life/work imbalance + health & fitness, (2) language skills, (3) personal relationships, (4) professional networks

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The Good News About Careers: How You'll Be Working in the Next Decade - Barbara Moses

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Managing global careersfacing the challenges

(1) life/work imbalance + health & fitness, (2) language skills, (3) personal relationships, (4) professional networks

44news.sciencemag.org 151016

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Diversity: The business advantage

Diversity and

Inclusion

Creativity and

Productivity

Invention and High

Performance

Profitability and

Business Success

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Managing (cultural) diversity

Aspect Equality policies Diversity management

Goal Reduce discrimination Use employee potential to achieve competitive advantage

Assumptions Ethics Business advantage (profit)

Responsible HR All managers

Focus Groups Individuals

Benefits for employees Higher chances for minority groups

Chances for all employees

Crucial activities Recruitment Management and leadership

Realized through Change of systems and practices

Change of corporate culture

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• In which way is diversity management present in your company?

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BE A BETTER MANAGER: LIVE ABROADRESEARCH RESULTS

by William W. Maddux, Adam D. Galinsky, and Carmit T. TadmorHarvard Business Review, Sept 2010http://hbr.org/2010/09/be-a-better-manager-live-abroad/ar/1

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People who have international experience or identify with more than one nationality

• are better problem solvers • display more creativity• are more likely to create new businesses and

products • are more likely to be promoted

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Living there is not the same as travel

• the longer the respondents had spent living abroad, the more likely they were to find a creative solution

• time spent traveling abroad had no effect on creativity

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Trying to adapt makes you more flexible

• creative enhancement was significantly higher for respondents who said they had adapted to the foreign countries while they lived there than for those who said they had not

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Combining different cultural perspectives makes you more creative

• Israeli managers working in Silicon Valley who had incorporated both Israeli and American cultures into their personal identities (such people are called biculturals) had better professional reputations and got promoted faster than managers who identified themselves with only one culture or the other (monoculturals)

• biculturals were more likely than monoculturals to create new products

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Conclusions

• Expatriate programs are good for developing better managers

• Companies could make them even better by ensuring that expats are not cocooned from the local culture during their stints abroad.

• The more expats interact with locals and local institutions, the more creative and entrepreneurial they’ll become :-)

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Managing Your Career Ten Steps to a More Rewarding Career

Group A

How can you address it as HR?

Group B

How can you make use of it for your own career?

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Planning your own career

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Read our experts / blog /

fb

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Happy to work with you, too!

POLAND. Czech Republic. Hungary. Germany. Austria. Switzerland. Russia.

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Explore the global leadership world with us again!

Thank you!

Monika Chutnikmonika.chutnik@ettaconsult.eu+48 888 099 551

ETTA Global Leadership Consultingwww.ettaconsult.euwww.facebook.com/ettaGlobalLeadership

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ADDITIONAL MATERIALS

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WHEN WE NEED SUPPORT Career

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Career support

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Career support

a range of different educational, counselling and human resource management interventions, commonly offered when: • people are in education• people are transitioning to the labour market• they are changing career• during periods of unemployment,

and during transition to retirement.

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Career support typesCareer information

• supports career and learning choices• especially labour market information:

– salaries of various professions, – employment rate in various professions, – available training programs, – current job openings

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Career support typesCareer assessments

• tests in a variety of forms• help individuals identify and better articulate their unique interests, personality,

values, and skills to determine how well they may

match with a certain career• help determine job-specific skills, transferable skills, and self-management skills• help individuals discover the tasks, experience, education and training that is

needed for a career they would want to pursue• Career counselors, executive coaches, educational institutions, career

development centers, and outplacement companies often administer career assessments to help individuals focus their search on careers that closely match their unique personal profile.

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Career support typesCareer counseling

• assesses people's interests, personality, values and skills,

• helps people to explore career options • helps to research graduate and professional

schools.

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Career support typesCareer education

• a process by which individuals come to learn about themselves, their careers and the world of work

• A commonly used framework for careers education is DOTS which stands for decision learning (D), opportunity awareness (O), transition learning (T), and self-awareness (S)

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INTERCULTURAL READINESS CHECK

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Intercultural Effectiveness is about helping people to

1. connect2. perform3. enjoy

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IRC competences

1) Connect: competences • IC sensitivity – how actively you are interested in others, their

cultural backgropunds, needs, and perspectives• IC communication – to what extent you actively monitor

your own communicative behaviour

2) Perform: competence • building committment = achieving sth together – actively influencing the social

environment concerned with integrating different people / personalities

3) Enjoy: competence• managing uncertainty – to what extent you appreciate the challenges of

culturally diverse environments as an opportunity for personal development; enjoying the sense of chaos

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Leading a multicultural team Diagnosing team status

• Virtual Performance Assessement

for your virtual multicultural teams