the icm conference « identify, assess and prepare talent for expatriation »
TRANSCRIPT
The ICM Conference
« Identify, Assess and Prepare Talent for
Expatriation »
www.icmassociates.com
Marc Raynaud Managing Partner
Inter Cultural Management AssociatesStarted as a Marketing manager with Air Canada, Bell Canada. Became General Manager of Alcan in France. Marc has more than 20 years of experience in international management consulting with ICM.
With the ICM team, Marc has managed the selection, preparation and training of thousands of managers expatriated to 100 different countries.
He helps Leaders and Managers of numerous cultures achieve their goals and results in new cultural context.
Marc leads ICM’s development in China, where ICM has been present for more than 12 years.
What does ICM Associates do
Enable managers and leaders from different cultures work together
effectively
www.icmassociates.com
Us Them
Together
CommonGoal
ICM Clients in China
(Airbus China)
(TTE - TCL Thomson Electronics )
Succeed in China
Image Survey
Top Managers Seminar
Expatriation Briefing
Identify & Prepare
Expatriates
Top Management Briefing
Cross-Cultural & Integration
seminar
Passing the Baton to Locals
Virtual Teams
ManagementInternationalisatio
n Survey
Management Team Teambuilding
World Integration Seminar
Negotiating in China
Doing Business in China
Team building & Cultural Exchange
Cross Cultural Training & Top Management Team
Seminar
(BNA – Bao Steel/Nippon Steel/Arcelor)
Enhance Expatriates Performance
Why Strengthen International Mobility? Fast growth has changed the scope of the company
Future growth will come from emerging market (China, India, Brazil, Russia)
A need to accelerate international mobility towards unknown markets
Expatriates will face important and new challenges
Does your organization know the total number of candidates that are motivated by an expatriate position?
How to Stimulate International Mobility?
•Know and grow the potential expatriates “pool”
•Thanks to one Group HR process… and proficient tools: –Mobility Questionnaire–Inter Cultural Seminars –International Careers Committee–And the usual Management Development tools
Identify, Assess and Prepare Talent for Expatriation
Web Questionnaire
Identify candidates for expatriation
1st Month
Technical Competence evaluated by Management
Does your organization always offer a expatriation training to the candidates before their departure?
Seminar
PerforM Program
Web Questionnaire
Identify candidates for expatriation
1st Month 2nd Month
Technical Competence evaluated by Management
Identify, Assess and Prepare Talent for Expatriation
Sed hendrerit felis eu lacus
Successful Expatriation : Latest Research Data
The situation
10 to 20 % of people sent on expatriate assignments return early
+
1/3 of those who remain do not perform up to their supervisor’s expectations
=
Extremely Costly for the organization
Source : Mary G. Tye and Peter Y. Chen / Human Resource Planning
Ranking of Predictors for Expatriate Success
General
adjustment
1. Extraversion Very important
2. Stress tolerance Very important
3. International Experience (1) Less important
4. Gender (2) Not important
(1) Only a successful international experience matters
(2) Except in masculine value cultures
Source : Human Resource Planning 28.4, Mary Tye & Peter Chen
Repatriation, an even bigger challenge!
One third to one half of expatriates leave the company within 2 years of their return to the home country
Returning expatriates have gained valuable global experience and their high rate of turnover upon return to the home country
=> great loss for the company
Conclusion
Careful & objective selection process can lead to desirable outcomes for both the organization and the expatriate employees.
Beginning of expatriation
Time
With intercultural training approach
+ ICM coaching
Energy
Reduce the level of illusion
Reduce the culture shock
360° Questionnaire
1 Day
PerforM Program
Culture Bridging Skills 360°
Survey
Assessment Center
Seminar
PerforM Program
Web Questionnaire
Identify candidates for expatriation
1st Month 2nd Month 3rd Month 4th Month
Technical Competence evaluated by Management
Identify, Assess and Prepare Talent for Expatriation
The evaluation of cultural competencies is as important as the technical or linguistic skills evaluation: does your organization assess cross-cultural competence?
Feedback Sessions
Career Managers
360° Questionnaire
1 Day
PerforM Program
Culture Bridging Skills Evaluation
Assessment Center
Seminar Web Questionnaire
Identify candidates for expatriation
1st Month 2nd Month 3rd Month 4th Month 5th Month
Technical Competence evaluated by Management
Identify, Assess and Prepare Talent for Expatriation
« You always find a candidate when you need one »
Three Misconceptions to Overcome
Three Misconceptions to Overcome « You always find a candidate when you need one »
« Believe that a manager will perform as well in a different culture as he does in his own »
Three Misconceptions to Overcome « You can always find a candidate if you look hard enough »
« Believing that a manager who displays a high performance level in his native culture will be successful in another »
« Believing that the expatriates return home will be easier than his adaptation abroad »
The Keys to Success Identify and collect all possible candidates
Assess their cultural competence
Allow the candidate to make a real choice after being confronted with the challenges of expatriation
Offer a reconnaissance trip for most challenging destinations
Involve the local team in the integration and support of the new expatriate
Coach the expatriate during the first weeks in the new country
Your Questions…
Thank you
www.icmassociates.com
Successful Mergers, Acquisitions and Strategic Alliances
How to BridgeCorporate Cultures?Charles Gancel, Irene Rodgers et Marc Raynaud
McGraw Hill (2002) Renmin University Press