Be realistic when considering assignments
‘Tim, I would like my next move to be an international one and quite fancy Dubai, as the guy in charge of international HR, can you talk me through what to expect?”
“Julian. Let me talk you through how we structure our international career assignments. What we are looking for from international assignees and what you can expect. I want to be totally transparent and honest with you, we will be talking about Pune as a first assignment not Dubai.”
“Where is Pune, Tim ? “
Having been in the game of managing international assignments for some years now – I smile when I think back to my conversation with Julian, a first time international assignee who went on to have a very successful career initially in Pune and then onto Mumbai for more than a decade. Whilst it may have sounded simplistic,a deliberate process of evaluation had taken place across the global leadership team talent. This through a highly participative and experiential development programme anchored by the use of a PDI 360 Profilor during which myself and my team of internal coaches spent quality time working with the leadership cadre to identify potential and help shape career path. This exposure made the typical one dimensional succession plan chart a much more meaningful and useful document. This approach propelled a total of 145 international assignments in the next 4 years as the chain expanded by over 25% in its global distribution.