May 28, 2024 โข 18 mins
Ever wondered what drives professionals to pack up their lives and move across the globe for work? Discover the motivations, fears, and preferences of global talent in this episode of "Two Chaps Many Cultures." We unravel the factors that make certain cities and countries magnets for expats, such as financial perks, the thrill of adventure, personal growth opportunities, and a welcoming, inclusive environment. Learn why international assignments are seen as a key professional stepping stone, and how employers can play a pivotal role in easing the transition by providing vital support and information.
We'll also highlight the strategic advantages of fostering a culturally aware workplace. Explore how implementing initiatives like a "buddy system" or appointing a "chief culture officer" can greatly benefit organizations. With insights from a Boston Consulting study, we underscore the necessity of a structured approach to global mobility to attract and retain top talent. Tune in for practical strategies and firsthand experiences that will inspire your organization's approach to international assignments. Whether you're an employer or an aspiring global professional, this episode is packed with valuable takeaways to navigate the world of global talent mobility.
๐๐ฌ๐ค ๐พ๐๐๐ฅ๐จ โ ๐๐๐ฃ๐ฎ ๐พ๐ช๐ก๐ฉ๐ช๐ง๐๐จ is the worldโs #1 show on the business of culture and the culture of business. Christian Hรถferle and Brett Parry ponder culture in short bursts and deep dives, featuring your questions and comments related to culture, business, and personal growth.
Be sure to check out and subscribe to our YouTube channel for even more great content: https://www.youtube.com/@TwoChapsManyCultures
Visit https://theculturemastery.com/ for more information about the skills for working in a global context.
The music on this episode is provided courtesy of Sepalot.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
What motivates people to relocate for work, which
destinations do they favor andwhat makes cities and countries
attractive to expats?
You've heard us talk aboutthese lists of best countries
for expats or happiest places inthe world.
Now let's look at what's reallyimportant for global
(00:21):
professionals to move, whatmakes them move, what makes them
stay at home, and what is ityou're missing as an employer
when you want to attract globaltalent.
Let's dig into that.
Speaker 2 (00:33):
Welcome to 2Chap's Many.
Speaker 1 (00:35):
Cultures.
Speaker 2 (00:37):
In an increasingly globally connected world, it is
vital to possess the essentialskills of cultural intelligence.
Speaker 1 (00:44):
Listen along as we present the topics, tips and
strategies you can use todevelop the power of cultural
understanding in your personaland professional life.
Speaker 2 (00:54):
Here are your hosts, christian Huffala and Brett
Parry.
Welcome back to Two Chaps ManyCultures, the only number one
show on the planet that comes totalking about cultures, where
too much culture is barelyenough.
It's good to see you again foranother week, mate.
How are you Bloody well?
(01:15):
How are you?
I'm bloody well, too, bloodywell.
Speaker 1 (01:18):
Bloody well, right, there's a song about that?
Speaker 2 (01:21):
Yeah.
So, by the way, about a quarterof your employees want to move
internationally.
How about that?
Did you know that?
Do you care you should.
And if you do have theopportunity to offer these folks
the chance to move overseas, todevelop not only their career
but also to widen theperspective of your company in
(01:45):
those new locations, you betterbelieve, you better learn what
they want and how they want itdelivered, and that's what we're
here to talk about today.
Speaker 1 (01:52):
Yeah.
So a quarter of your employeesis actively willing to move
abroad for work.
Move abroad for work, thatmeans that's an expectation your
talent has.
This is a career developmentstep that seems, or has become,
(02:14):
almost mandatory for especiallyyounger professionals in the
workforce.
Millennials, gen Zs, enter theworkforce expecting to be put to
work in a country outside ofthe one that they grew up in or
outside the one that they werehired in.
So if you're a company offeringthe opportunity for your team
(02:37):
members to go abroad, are youdoing the homework?
Do you do what's necessary tomake your people be successful
abroad?
And we looked at a recent studythat came out by the Boston
Consulting Group, and theylooked at some interesting
factors.
They, of course, look at whichcountries are the most sought
(03:00):
after and how are these trendschanging over years.
And that's all fine and dandythat one country becomes more
attractive over the course oftime than another, and this
usually evens out over a decadeor two.
But I think what was reallyinteresting is the fact that
global professionals who doexpect to be deployed overseas
(03:25):
have a suite and a set ofexpectations that employers
should be aware of and should beprepared for.
So what are some of those thatstood out to you, brett.
Speaker 2 (03:38):
Well, we partner with organizations that supply all
these suite of goods.
There are companies that do itin-house.
There are also companies thatprovide this as an outsource
service.
They're where they kind ofbring together a whole bunch of
vendors like us.
When we do the culturaltraining we're calling to do
that, the cultural training partof it.
I was interested actually toread that financial
considerations is sometimes amotivator and it's actually one
(04:01):
of the biggest motivators.
It's actually not what I tend tosee in terms of when people
you're asking people what theirmotivations were for moving,
these things did come to the topof the list the excitement,
obviously, adventure, theexperience of broadening the
perspective of themselves andtheir families, the
opportunities for theirdevelopment as a talent
(04:23):
development part of it.
Of course, maybe having it onyour resume is one thing, but
also the personal developmentthat comes with living in or
operating in the margins ofpushing your envelope when it
comes to leadership and peopleskills and those kind of things.
And then, of course, there'smaybe considerations around
immigration, about educationlevels and all of those kind of
(04:43):
things.
And then, of course, there'smaybe considerations around
immigration, about educationlevels and all of those kind of
things, and you know what kindof how are you going to be seen
in that culture?
What is the environment ofinclusivity, which is something
that, hopefully, a company isembedded with already and has
already messaged to theiremployees that, no matter where
(05:06):
you go in the world, there is anatmosphere of inclusiveness,
and that can be expected to beseen at the other side of the
assignment as well?
Speaker 1 (05:18):
I found it interesting that a whole number
of respondents to the study saidthat personal growth and the
cultural experience is one ofthe main reasons that they would
want to go abroad, and this wasa reason that was among the top
10 reasons to go.
(05:39):
And then there were a fewreasons among the top 10 why
they would stay at home.
What would be a detractor or aninhibitor of going abroad?
And it was lack of knowledgeabout what it means to work
abroad, and it was, in fact, thecultural differences that would
make people stay at home.
So if you are an employer andit is important to you to move
(06:04):
talent across borders, becauseyou have the top people in
certain locations and you wantto deploy them elsewhere, and
cultural differences issomething that would make them
say no to the assignment, well,wouldn't it be smart of you to
alleviate those concerns earlyon and say OK, we understand
that this might be somethingyou're concerned about, but
(06:26):
here's what we can do for youand here's how we can make this
problem go away or minimize it.
So you have one less reason tosay no to the assignment, right,
yeah?
Speaker 2 (06:37):
And keep in mind this is something that you may
actually discover that if you'vegot 25% of the people in your
organization that actually wantto go on an overseas assignment,
if, given the chance, maybethey're not speaking up because
they are not aware of what isactually the situation in these
potential countries that you maybe able to send them to, so,
(06:59):
just by osmosis, if you'remessaging this internally as an
organization, informing people,lowering we call this kind of a
lowering the fear level, right,it is taking away the mystique
of what's unknown in a newculture.
So it may be part of yourbusiness operations to connect,
(07:21):
from a team and work perspective, the people that are in
different locations.
But there's a wider benefitfrom this is because they get to
engage with people that are inthose countries.
They get to ask them questionsand they get to have more of an
informal interaction with peoplefrom there, perhaps even other
expats that have gone before,and they hear the stories.
(07:42):
Because one thing in this reportand I think this image brings
it up I saw how the evolution ofwhat the perception was before
you left and what you sawafterwards was something was
impactful for me.
One of them was thatinclusivity.
It is like what is theinclusivity atmosphere like in
this country?
And often that was quite low,not knowing what that was like
(08:06):
beforehand, and then it actually, after they arrived, they
actually got there and went.
You know, this culture isactually pretty welcoming for me
and I can see myself here withmy family and as a professional.
Speaker 1 (08:21):
And I mean I want to contextualize this even a little
bit bigger.
Very often this could be viewedas the topic that we discussed
could be viewed as well.
This only applies to globalcompanies that are moving people
around, and this is a only asnapshot of the overall global
economy.
And in this very study that BCGpublished a couple of weeks ago
(08:46):
, they mentioned that throughout30 countries, the top economies
in the world, they found thatthe above average labor
shortages are costing theseeconomies more than $1 trillion
a year, that's trillion with acapital T.
$1 trillion a year is the costof these above-average labor
(09:12):
shortages.
And, specifically, countrieslike the United States or
Germany are currently facingsevere labor shortages in
certain industries, laborshortages in certain industries.
So migration becomes almost thego-to avenue to alleviate that
issue.
So this is not just expatriateprograms we're talking about.
(09:34):
We're also talking aboutmigration due to natural
disasters, to war zones or anyother reasons why people would
leave their home country, notjust because they are sent by an
employer.
No, they also go somewhere elsefor a better opportunity or for
(09:55):
a development chance, so to say.
And if you're a receivingeconomy, say and if you're a
receiving economy, you want tobe able to attract the best of
these people.
Right, and most seniorexecutives in global
organizations see thatcross-border migration is a way
to solve this demographic issueor this demographic challenge.
(10:19):
And employing foreign workersisn't just a fill the gap kind
of solution, it's also aninnovation and success driver
because, as we know from variousstudies that we've seen over
the recent years that diverseorganizations generate better
(10:40):
results, right, and that doesn'thappen automatically.
You have to lay thefoundational work in a company.
You have to be able toincorporate foreign talent,
foreign-born talent, with alltheir linguistic challenges
maybe at the beginning, with thecultural adjustment, with all
(11:01):
the logistics that go aroundrelocating people.
And, as Brett mentioned earlier, we've partnered with service
providers that do just that, thelogistical support.
And as you dig through this BCGstudy, you will find that's not
the whole piece of the pie, isit, brett?
Speaker 2 (11:21):
No, and this image here, which comes out of the
study courtesy of BCG, of course, our friends there shows a
little bit of a graph on whatare the things that people want.
One of the things that'sinteresting is they would like
to have the support of acultural buddy, somebody they
can partner with.
Of course we encourage that toocan partner with.
(11:42):
Of course we encourage that too.
We say that when you go into anew place, there's nothing
better than having a localmentor that can help build on
what we might prepare them forinitially when we talk about
cultural observations andcultural connections and
cultural differences.
But of course, that buddy may bea local person, and it's also
(12:02):
really important to understandthat a local person from a
culture may actually not be thebest person to partner up with
someone like that.
Because they are in theirculture, they've grown up there,
they've been educated there andmany times they can absolutely
tell you what you can do when itcomes to protocols and the do's
(12:23):
and don'ts and things like that.
But what drives that, what isthe cultural driver of those
things, becomes much morecomplicated and, as I've always
said, you know, I've learned somuch about my country since I've
left it than I probably everknew when I was living there,
and I probably wasn't the bestperson back then to perhaps
receive an overseas expat,because I now know that it's
(12:48):
really important to understandthe cultural nuances, that kind
of flow under the river, on, youknow, just close to the
riverbed, which we are notvisible on the surface.
So, in collaboration with yes,a support person, support person
on the other end, also havinginternally not just externally
like the things that Christianand I provide, but also
(13:08):
internally in your company aconstant education of people
around cultural differences andhow important and how you can
leverage them, as Christian says, for this greater success,
that's possible with theinnovation that comes with that.
Speaker 1 (13:23):
Yeah, and I think when surveys or studies like
this talk about this buddysystem, this is a language that
is probably easiest to relate tosurvey respondents, because
they probably don't have an ideaof what is a culture code.
Right, the buddy metaphor worksjust fine for the purposes of
(13:45):
the survey, but what this boilsdown to is actually giving
people who transfer globally forwork, giving them a coach, a
support system to help themunderstand what's going on where
I'm working now.
How am I supposed to interpretthese behaviors?
And internally, I think,especially if you're a bigger
(14:07):
organization with a constant inand out flow of talent, I think
it's critically important thatyou have people embedded in your
organizational structure thatunderstand the needs of your
global talent flow, and I'm nottalking about a global mobility
expert in your HR team.
(14:29):
You want that probably as well,and I hope you have that, but
it goes beyond that.
You want somebody we, brett andI, we would call it a chief
culture officer somebody in yourorganization whose main
objective is to realize andunderstand that we're a team
(14:51):
that consists of a diverse groupof people with diverse
backgrounds and differentcultural predispositions to work
behavior and work styles.
And how do we, as anorganization strategically
harness these people diverseelements and how do we bring
them together?
And ideally, you don't do.
(15:12):
You don't let this happenaccidentally.
You do this strategically andthat's where this network of
buddies needs coordination,needs intentionality.
Right, and that's essentiallyone of the core recommendations
from this Boston Consultingstudy for global employers is
(15:35):
you got to have a system inplace that handles this.
So if you don't have that,you're missing out on the best
talent that's available, on the25% in your organization that
are willing to move, to move,and if you as an employer don't
provide that, maybe anotheremployer will, and they're
willing to not just movelocations, they're also willing
(15:57):
to move employers in order toget that.
Speaker 2 (16:01):
Absolutely, so we're going to link to this very, very
interesting report.
There's a lot to dig into andif you're a global mobility
professional, you'd probablygeek out on something like this,
as we do.
We love to dig into thesereports because we work with
these people all the time.
This is one of our jobs.
Whether they're movingcountries or not, the people
(16:22):
that are in organizations arereally hungry.
Once you give them a taste ofthis, they're really hungry for
understanding this stuff and itgives them even more support in
your organization.
So listen to your unclechristian and uncle brett.
You know we're trying to helpyou out here uncle.
Speaker 1 (16:41):
Yes, call me uncle, call me anything, and make sure
you not only call us uncle, youalso ring that bell or subscribe
to our channel.
Whatever you need to do on yourscreen, whether it's on your
computer, your tablet, yourphone, wherever you're watching
this, make sure you subscribe tothe two chaps many cultures
(17:04):
youtube channel and make sureyou listen to us on the various
podcast outlets that we'reavailable at.
If you don't want to look atthe uncles and just want to
listen to their very convincingvoices, you can do so on
iHeartRadio, on Spotify, onApple Podcasts, on what am I
(17:25):
missing, brett?
Speaker 2 (17:26):
On all the other ones , wherever you get your podcasts
.
Speaker 1 (17:28):
That's where you'll find us, wherever good podcast
listening services are sold, andall the other wherever you get
your podcast.
Speaker 2 (17:30):
That's where you'll find us wherever, wherever good
podcast listing services aresold.
That's how they used toconvince people with books,
right you?
You only get the very bestservices, uh, the information
from the very best services, andthat's what we're about.
So, yes, subscribe, follow usand, um, please, most of all,
engage with us.
Send us a comment, uh, let usknow if you're in the global
(17:52):
mobility space and what do youhear from your employees about
what they want, what they expectin support when they're moving,
because this is something thatit is an evolving moving target
from one time to the other.
So it's important that weconstantly stay involved and
informed about that, because theworld is a busy place and it's
(18:15):
moving at rapid pace and we needto keep up with that, and
that's what we all should do.
So thanks again for joining us.
Another episode of Two Chaps,many Cultures in the Can.
Again, if you're listening tous on podcast or you're watching
us on YouTube, we are verygrateful for your attention and
we look forward to the nextepisode.
See you later, see y'all.
What motivates people to relocate for work, which
destinations do they favor andwhat makes cities and countries
attractive to expats?
You've heard us talk aboutthese lists of best countries
for expats or happiest places inthe world.
Now let's look at what's reallyimportant for global
(00:21):
professionals to move, whatmakes them move, what makes them
stay at home, and what is ityou're missing as an employer
when you want to attract globaltalent.
Let's dig into that.
Speaker 2 (00:33):
Welcome to 2Chap's Many.
Speaker 1 (00:35):
Cultures.
Speaker 2 (00:37):
In an increasingly globally connected world, it is
vital to possess the essentialskills of cultural intelligence.
Speaker 1 (00:44):
Listen along as we present the topics, tips and
strategies you can use todevelop the power of cultural
understanding in your personaland professional life.
Speaker 2 (00:54):
Here are your hosts, christian Huffala and Brett
Parry.
Welcome back to Two Chaps ManyCultures, the only number one
show on the planet that comes totalking about cultures, where
too much culture is barelyenough.
It's good to see you again foranother week, mate.
How are you Bloody well?
(01:15):
How are you?
I'm bloody well, too, bloodywell.
Speaker 1 (01:18):
Bloody well, right, there's a song about that?
Speaker 2 (01:21):
Yeah.
So, by the way, about a quarterof your employees want to move
internationally.
How about that?
Did you know that?
Do you care you should.
And if you do have theopportunity to offer these folks
the chance to move overseas, todevelop not only their career
but also to widen theperspective of your company in
(01:45):
those new locations, you betterbelieve, you better learn what
they want and how they want itdelivered, and that's what we're
here to talk about today.
Speaker 1 (01:52):
Yeah.
So a quarter of your employeesis actively willing to move
abroad for work.
Move abroad for work, thatmeans that's an expectation your
talent has.
This is a career developmentstep that seems, or has become,
(02:14):
almost mandatory for especiallyyounger professionals in the
workforce.
Millennials, gen Zs, enter theworkforce expecting to be put to
work in a country outside ofthe one that they grew up in or
outside the one that they werehired in.
So if you're a company offeringthe opportunity for your team
(02:37):
members to go abroad, are youdoing the homework?
Do you do what's necessary tomake your people be successful
abroad?
And we looked at a recent studythat came out by the Boston
Consulting Group, and theylooked at some interesting
factors.
They, of course, look at whichcountries are the most sought
(03:00):
after and how are these trendschanging over years.
And that's all fine and dandythat one country becomes more
attractive over the course oftime than another, and this
usually evens out over a decadeor two.
But I think what was reallyinteresting is the fact that
global professionals who doexpect to be deployed overseas
(03:25):
have a suite and a set ofexpectations that employers
should be aware of and should beprepared for.
So what are some of those thatstood out to you, brett.
Speaker 2 (03:38):
Well, we partner with organizations that supply all
these suite of goods.
There are companies that do itin-house.
There are also companies thatprovide this as an outsource
service.
They're where they kind ofbring together a whole bunch of
vendors like us.
When we do the culturaltraining we're calling to do
that, the cultural training partof it.
I was interested actually toread that financial
considerations is sometimes amotivator and it's actually one
(04:01):
of the biggest motivators.
It's actually not what I tend tosee in terms of when people
you're asking people what theirmotivations were for moving,
these things did come to the topof the list the excitement,
obviously, adventure, theexperience of broadening the
perspective of themselves andtheir families, the
opportunities for theirdevelopment as a talent
(04:23):
development part of it.
Of course, maybe having it onyour resume is one thing, but
also the personal developmentthat comes with living in or
operating in the margins ofpushing your envelope when it
comes to leadership and peopleskills and those kind of things.
And then, of course, there'smaybe considerations around
immigration, about educationlevels and all of those kind of
(04:43):
things.
And then, of course, there'smaybe considerations around
immigration, about educationlevels and all of those kind of
things, and you know what kindof how are you going to be seen
in that culture?
What is the environment ofinclusivity, which is something
that, hopefully, a company isembedded with already and has
already messaged to theiremployees that, no matter where
(05:06):
you go in the world, there is anatmosphere of inclusiveness,
and that can be expected to beseen at the other side of the
assignment as well?
Speaker 1 (05:18):
I found it interesting that a whole number
of respondents to the study saidthat personal growth and the
cultural experience is one ofthe main reasons that they would
want to go abroad, and this wasa reason that was among the top
10 reasons to go.
(05:39):
And then there were a fewreasons among the top 10 why
they would stay at home.
What would be a detractor or aninhibitor of going abroad?
And it was lack of knowledgeabout what it means to work
abroad, and it was, in fact, thecultural differences that would
make people stay at home.
So if you are an employer andit is important to you to move
(06:04):
talent across borders, becauseyou have the top people in
certain locations and you wantto deploy them elsewhere, and
cultural differences issomething that would make them
say no to the assignment, well,wouldn't it be smart of you to
alleviate those concerns earlyon and say OK, we understand
that this might be somethingyou're concerned about, but
(06:26):
here's what we can do for youand here's how we can make this
problem go away or minimize it.
So you have one less reason tosay no to the assignment, right,
yeah?
Speaker 2 (06:37):
And keep in mind this is something that you may
actually discover that if you'vegot 25% of the people in your
organization that actually wantto go on an overseas assignment,
if, given the chance, maybethey're not speaking up because
they are not aware of what isactually the situation in these
potential countries that you maybe able to send them to, so,
(06:59):
just by osmosis, if you'remessaging this internally as an
organization, informing people,lowering we call this kind of a
lowering the fear level, right,it is taking away the mystique
of what's unknown in a newculture.
So it may be part of yourbusiness operations to connect,
(07:21):
from a team and work perspective, the people that are in
different locations.
But there's a wider benefitfrom this is because they get to
engage with people that are inthose countries.
They get to ask them questionsand they get to have more of an
informal interaction with peoplefrom there, perhaps even other
expats that have gone before,and they hear the stories.
(07:42):
Because one thing in this reportand I think this image brings
it up I saw how the evolution ofwhat the perception was before
you left and what you sawafterwards was something was
impactful for me.
One of them was thatinclusivity.
It is like what is theinclusivity atmosphere like in
this country?
And often that was quite low,not knowing what that was like
(08:06):
beforehand, and then it actually, after they arrived, they
actually got there and went.
You know, this culture isactually pretty welcoming for me
and I can see myself here withmy family and as a professional.
Speaker 1 (08:21):
And I mean I want to contextualize this even a little
bit bigger.
Very often this could be viewedas the topic that we discussed
could be viewed as well.
This only applies to globalcompanies that are moving people
around, and this is a only asnapshot of the overall global
economy.
And in this very study that BCGpublished a couple of weeks ago
(08:46):
, they mentioned that throughout30 countries, the top economies
in the world, they found thatthe above average labor
shortages are costing theseeconomies more than $1 trillion
a year, that's trillion with acapital T.
$1 trillion a year is the costof these above-average labor
(09:12):
shortages.
And, specifically, countrieslike the United States or
Germany are currently facingsevere labor shortages in
certain industries, laborshortages in certain industries.
So migration becomes almost thego-to avenue to alleviate that
issue.
So this is not just expatriateprograms we're talking about.
(09:34):
We're also talking aboutmigration due to natural
disasters, to war zones or anyother reasons why people would
leave their home country, notjust because they are sent by an
employer.
No, they also go somewhere elsefor a better opportunity or for
(09:55):
a development chance, so to say.
And if you're a receivingeconomy, say and if you're a
receiving economy, you want tobe able to attract the best of
these people.
Right, and most seniorexecutives in global
organizations see thatcross-border migration is a way
to solve this demographic issueor this demographic challenge.
(10:19):
And employing foreign workersisn't just a fill the gap kind
of solution, it's also aninnovation and success driver
because, as we know from variousstudies that we've seen over
the recent years that diverseorganizations generate better
(10:40):
results, right, and that doesn'thappen automatically.
You have to lay thefoundational work in a company.
You have to be able toincorporate foreign talent,
foreign-born talent, with alltheir linguistic challenges
maybe at the beginning, with thecultural adjustment, with all
(11:01):
the logistics that go aroundrelocating people.
And, as Brett mentioned earlier, we've partnered with service
providers that do just that, thelogistical support.
And as you dig through this BCGstudy, you will find that's not
the whole piece of the pie, isit, brett?
Speaker 2 (11:21):
No, and this image here, which comes out of the
study courtesy of BCG, of course, our friends there shows a
little bit of a graph on whatare the things that people want.
One of the things that'sinteresting is they would like
to have the support of acultural buddy, somebody they
can partner with.
Of course we encourage that toocan partner with.
(11:42):
Of course we encourage that too.
We say that when you go into anew place, there's nothing
better than having a localmentor that can help build on
what we might prepare them forinitially when we talk about
cultural observations andcultural connections and
cultural differences.
But of course, that buddy may bea local person, and it's also
(12:02):
really important to understandthat a local person from a
culture may actually not be thebest person to partner up with
someone like that.
Because they are in theirculture, they've grown up there,
they've been educated there andmany times they can absolutely
tell you what you can do when itcomes to protocols and the do's
(12:23):
and don'ts and things like that.
But what drives that, what isthe cultural driver of those
things, becomes much morecomplicated and, as I've always
said, you know, I've learned somuch about my country since I've
left it than I probably everknew when I was living there,
and I probably wasn't the bestperson back then to perhaps
receive an overseas expat,because I now know that it's
(12:48):
really important to understandthe cultural nuances, that kind
of flow under the river, on, youknow, just close to the
riverbed, which we are notvisible on the surface.
So, in collaboration with yes,a support person, support person
on the other end, also havinginternally not just externally
like the things that Christianand I provide, but also
(13:08):
internally in your company aconstant education of people
around cultural differences andhow important and how you can
leverage them, as Christian says, for this greater success,
that's possible with theinnovation that comes with that.
Speaker 1 (13:23):
Yeah, and I think when surveys or studies like
this talk about this buddysystem, this is a language that
is probably easiest to relate tosurvey respondents, because
they probably don't have an ideaof what is a culture code.
Right, the buddy metaphor worksjust fine for the purposes of
(13:45):
the survey, but what this boilsdown to is actually giving
people who transfer globally forwork, giving them a coach, a
support system to help themunderstand what's going on where
I'm working now.
How am I supposed to interpretthese behaviors?
And internally, I think,especially if you're a bigger
(14:07):
organization with a constant inand out flow of talent, I think
it's critically important thatyou have people embedded in your
organizational structure thatunderstand the needs of your
global talent flow, and I'm nottalking about a global mobility
expert in your HR team.
(14:29):
You want that probably as well,and I hope you have that, but
it goes beyond that.
You want somebody we, brett andI, we would call it a chief
culture officer somebody in yourorganization whose main
objective is to realize andunderstand that we're a team
(14:51):
that consists of a diverse groupof people with diverse
backgrounds and differentcultural predispositions to work
behavior and work styles.
And how do we, as anorganization strategically
harness these people diverseelements and how do we bring
them together?
And ideally, you don't do.
(15:12):
You don't let this happenaccidentally.
You do this strategically andthat's where this network of
buddies needs coordination,needs intentionality.
Right, and that's essentiallyone of the core recommendations
from this Boston Consultingstudy for global employers is
(15:35):
you got to have a system inplace that handles this.
So if you don't have that,you're missing out on the best
talent that's available, on the25% in your organization that
are willing to move, to move,and if you as an employer don't
provide that, maybe anotheremployer will, and they're
willing to not just movelocations, they're also willing
(15:57):
to move employers in order toget that.
Speaker 2 (16:01):
Absolutely, so we're going to link to this very, very
interesting report.
There's a lot to dig into andif you're a global mobility
professional, you'd probablygeek out on something like this,
as we do.
We love to dig into thesereports because we work with
these people all the time.
This is one of our jobs.
Whether they're movingcountries or not, the people
(16:22):
that are in organizations arereally hungry.
Once you give them a taste ofthis, they're really hungry for
understanding this stuff and itgives them even more support in
your organization.
So listen to your unclechristian and uncle brett.
You know we're trying to helpyou out here uncle.
Speaker 1 (16:41):
Yes, call me uncle, call me anything, and make sure
you not only call us uncle, youalso ring that bell or subscribe
to our channel.
Whatever you need to do on yourscreen, whether it's on your
computer, your tablet, yourphone, wherever you're watching
this, make sure you subscribe tothe two chaps many cultures
(17:04):
youtube channel and make sureyou listen to us on the various
podcast outlets that we'reavailable at.
If you don't want to look atthe uncles and just want to
listen to their very convincingvoices, you can do so on
iHeartRadio, on Spotify, onApple Podcasts, on what am I
(17:25):
missing, brett?
Speaker 2 (17:26):
On all the other ones , wherever you get your podcasts
.
Speaker 1 (17:28):
That's where you'll find us, wherever good podcast
listening services are sold, andall the other wherever you get
your podcast.
Speaker 2 (17:30):
That's where you'll find us wherever, wherever good
podcast listing services aresold.
That's how they used toconvince people with books,
right you?
You only get the very bestservices, uh, the information
from the very best services, andthat's what we're about.
So, yes, subscribe, follow usand, um, please, most of all,
engage with us.
Send us a comment, uh, let usknow if you're in the global
(17:52):
mobility space and what do youhear from your employees about
what they want, what they expectin support when they're moving,
because this is something thatit is an evolving moving target
from one time to the other.
So it's important that weconstantly stay involved and
informed about that, because theworld is a busy place and it's
(18:15):
moving at rapid pace and we needto keep up with that, and
that's what we all should do.
So thanks again for joining us.
Another episode of Two Chaps,many Cultures in the Can.
Again, if you're listening tous on podcast or you're watching
us on YouTube, we are verygrateful for your attention and
we look forward to the nextepisode.
See you later, see y'all.
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