Mobility

We all have heard and discussed about the “Organizational Culture” and the grandeur influencer role it plays in the way people work within different organizations. However, there is one more important theme around mobility that plays an extremely crucial role in broadening the definition of the organizational culture, with most of the spokes clustered around national and international mobility of human resources. Even though a lower degree of adoption of this concept does not impact the overall culture, but it definitely helps to breeds and ensemble a positive cross-cultural undercurrent within the organization.

In most of the Multi-nationals, Global Mobility is an accepted norm and serves a win-win proposition for both the employee and the employer. Experts believe that International assignments are a good development tool as they embed a larger organizational purpose to provide cross-cultural exposure and equips the employee with a new skill. Further it is viewed positively as it challenges the status quo and blends in incremental flexibility. Given the rapid pace of globalization and corporate’s expanding global footprints, the renewed focus on making the employee’s mobile is an action in the right direction.

Now coming to the merit of an international assignment from the employee standpoint, there is definitely value in an extended overseas stay. Among the many benefits, the key one is the lesson around “adjustment” and exposure to unfamiliar culture. Believe me, it is not an easy process as it depends on the level you open yourself to a new place as it equates to the reciprocity you receive from the new place.

There is no doubt a glamour quotient attached to any international assignment. However, some of the important points of consideration before one can actually book one way flight ticket to the host destination are as under:

1 - Organizational Support and Intent: Well, it cannot be said in any uncertain terms and with fewer words, the importance of overall organizational intent and management support. Any international relocation involves lot of moving parts and hence there has to be a clear program or structure that provides well defined clarity.

Personally, living through an international rotation experience, I can definitely add that what matters most is the organization’s intent to invest in its employees and enable value accretion through a curated rotation experience. For sure, it improves the commitment levels and broadens the perspective.

2 - Clarity of Purpose: Some organizations do it beautifully. They box-in every detail, add an overriding purpose statement and overlay it with a structured program. Well, it does two important things from the employee standpoint – a) throws the ambiguity attached to the relocation out of the window and b) achieve the necessary objective both for the employee and the organization.

3 - Exposure – Role & Content: Sometimes the rotation programs are structured and many a times they are extended to provide internal geographic mobility or elevation to an identified individual. Both approaches have their own merits as the former ends up providing a smooth transition process and the latter ends up providing a role-to-individual fitment.

To whatever extend possible, it makes a lot more sense to have clarity around the role, which the employee is expected to perform in the new location, and the department. However, sometimes going-in for an open profile prepares you for future challenges and builds in the required flexibility .

Many would not touch one topic that is imperative to succeed in a new setup. There is an overarching need to carry an ‘open mindset’ approach in the host country for one to succeed. Even though it is not impossible, it is definitely challenging to adjust into a new culture, department, working style & culture and still deliver your near peak performance. The winning formula involves quick adaption to the culture and relieving past baggage (again quickly the better).

What I mean by baggage is the earlier home country thumping victories, wins and achievements as there is an expression that is often used in sales : “you are only good as your last deal”.

The new environment requires the person to be completely fresh in his approach and accept the new assignment with a broader mindset.

4 - Social setting: From the employee standpoint he needs to take an exhaustive look at his social setting that largely involves the circle of friends and acquaintances. If you are the one who likes to meet new people and can easily settle into a new environment, you will not face a lot of social settling-in bumps. The trade-off is simple: you are going to miss your friends and close social circle but you are going to expand your circle with new faces and personalities.

5 - Future plan: It is extremely difficult to map out the future plan at the time when you are signing up for an international assignment. However, there is nothing that stops you to plan out the future course of action viz go for an extended period or short duration assignment with return back to home country. It all depends on the individual’s future goals and how does he think the international assignment would have relevance from his career progression.

A basic tool like ‘Individual Development Plan’ is quite powerful and important. It’s just like writing your personal diary however with an official mission statement in mind. It imparts you with crystal clear clarity in your approach and you can bucket your development plans into near term and medium term. I know of many people who use this tool quite effectively and share with their line manager to be aligned to the set career goals.

In a nutshell, it cannot harm your growth but only provide you with necessary clarity. If you have not used it so far, I would urge you to use one and see the results for your own good.

6 - Family: The most critical part of the overall international assignment remains your family members. Unless and until you have full support from your family members, it does not make sense to disrupt your present setting and raise your hand for such assignments. A short term program may be manageable but it would take extra grit and determination if you plan to go solo for an international assignment without the support of family members.

It cannot be denied that people who have stepped out of their comfort zone have learned something new, gained better exposure and maybe learned a new trade or so. While you are busy reading this in the comfort of your own desk, think for how long you have been in the same position / country / desk or role. Is it a call for you to try something new or step out and explore.

While you might be pondering over the above statement, I do want to end this with an quote:

“Life always begins with one step outside of your comfort zone” – Shannon L.Alder

Gaurav Sanan

This post first appeared on Linkedin (here) are my own and don't necessarily represent my employers positions, strategies or opinions

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