Global Executive Development

Posted: Dec 17, 2007 | Comments: 0 | Views: 173 |

Share
Top of Form
Ask a question

200 Characters left

Bottom of Form

Related Questions
• How do you stop and punish people writting slanderous remarks about you and family menbers
online. full names and business names are published as well as childres names by malicious smear
campaining
• What is the relationship between financial management and business growth
• Id like to know what contents should go into a business report under strategic management
• What is an effective career plan to develop from an Executive Assistant to a lead role like a Director
or Mid Management level?

Syndicate this Article

When the British Admiral Byng was hanged for not pressing an attack on the French fleet, Voltaire
drily observed that it was done "...pour encourager les autres". There is a danger that companies who
mishandle international transfers could have the same accusation levelled at them.

Most companies who transfer staff internationally are not paying enough attention to "softer" family
and relationship issues and most line managers and human resource functions have neither the time
nor the expertise to handle these matters.

Time spent on family and relationship issues in the selection and preparation process, during the
assignment and on return to the home country can save money, protect the company's reputation and
prevent the personal trauma of family breakdown.

A recent survey notes that 'family concerns' are the greatest disincentive to international moves -
cited by 78% of those who took part. Many companies are not helping participants and
their families make the adjustment to new cultures and a new way of life. Nearly three quarters stated
that a major reason for assignments failing is the family's inability to adjust.

In short, company leaders are saying they need globally experienced executives but seem reluctant to
recognise the domestic and social needs of their internationally transferred staff. This is incongruent,
inconsistent and appears hypocritical to employees.

The cost of failure is high for both the company and the employee. Most companies estimate
international assignments cost at least three times base salary.

A DuPont study estimates the financial cost of failure can range from $300,000 to one million dollars,
excluding the costs of not achieving the assignment's business goals and the personal and family
costs. More difficult to quantify is the effect on other potential candidates for assignments overseas. If
international moves are seen as a quick way to career death and family trauma then it will take a long
time to overcome that perception.

The DuPont study shows that when problems occur, failure is rarely due to technical incompetence but
is more likely to be the inability of members of the employee's immediate family to adjust to the new
environment and culture.

Family problems that can be coped with in a benign home country environment are magnified in the
glare of the expatriate world where people have to try and cope without the prop of the wider family
and other familiar support mechanisms.

This is often made worse by the pressure not to lose face or the fear of any damage to the employee's
career. As a result, those progressive companies who think strategically are increasingly taking more
care over the whole process and using services of organisations like Farnham Castle

The fact is, problems can be avoided if companies take the following steps:

1 Acknowledge that family issues are crucial to the success of the assignment.

2 Recognise that today's expatriates are no longer the traditional pattern of male, white and one
income families and implement policies and procedures to accommodate these changes. Increasingly
expatriates are women, minority groups, dual career couples, often with children from more than one
marriage.

3 Think prevention, and provide first class independent and confidential support to the family prior to
selection decisions. Giving families time to consider the issues they will face with a trained consultant
is a sensible investment and is highly valued by those who take part. A decision not to go on an
assignment is a lot less costly for all concerned at this stage.

4 Ensure the family unit has access to support during the assignment wherever it may be.

5 Provide a repatriation debrief and support for the family when they return. A lot can happen in a
home country during a two year assignment, people returning often feel like strangers when they
come back.

An overseas assignment can be one of the most rewarding experiences in your life".

It will be, but only if companies take a more sensitive and supportive approach.

Original article at www.intercultural-training.co.uk

Read more: http://www.articlesbase.com/international-business-articles/global-executive-development-

284051.html#ixzz10oPrNHcw
Under Creative Commons License: Attribution

he Best Executive Development Programs

Category Rss Feed - http://www.mzonearticles.com/rss.php?rss=24

By : Phoenix Delray
Submitted 2010-09-15 12:16:27

Can executive development programs make some of the upper level leaders that are at their
jobs better? Before we can answer this question you must first define the features of a great
executive. Many people judge the role of a leader based on his leadership abilities and if he is
able to come up with answers to important questions and problems. There is no one single
factor that creates a great business leader, but with the help of executive development
programs and a combination of skills and learning techniques there is no end to what this type
of program can achieve.

Many great executives have the ability to delegate different strategies to help improve
productivity and profits. Many times, they can examine marketing trends and other factors
involved with their business in particular. Using executive development programs for upper
level leaders can have no other effect other than a good one, and when it comes to teaching
them some of the smaller techniques that can make a big difference, it is all important. Good
executive development programs can also show businessmen opportunities that business
creates along with the limits of the business also. Also, these types of programs will teach
some strategies that they already know and some new ones that could affect every aspect of
their business.

Executive development programs will teach you that a great leader should have a disciplined
approach to leadership and management that is focused on the businesss financial
performance. This type of training will also teach you that a great executive will combine this
approach with a feel for the market as well as the businesses sources of competitive
advantages. This will help in surrounding your entire business with executives who have the
training and knowledge to become skillful in decision-making and problem solving.

Oftentimes leaders like to surround themselves with individuals who have this type of training
along with years of experience to keep everyone on the same page, and when problems or
situations arise, the team of executives that youre working with will have an idea on what to
do, and coincide with your decisions also. If youre looking for this type of program for your
business, your best bet is to take a look on the Internet at some of the companies that offer
either online courses or those that can come directly to your business to conduct executive
development programs for any individual you would like to become more valuable to the
business.

Author Resource:- For more information on executive development programs, please visit
our website at http://www.vistage.com/programs-overview/key-executive.aspx