The document provides an overview of managing international careers. It discusses what a career is, how technology is influencing careers, and whose responsibility it is to manage careers. The document also covers best practices in international careers through benchmarks and case studies. Key topics include defining a career, managing your own career, challenges of international assignments, and organizational support for managing diversity.

1. Managing International Careers
Monika Chutnik
ETTA Global Leadership Consulting
Wrocław University of Economics, Feb 2018

2. 2
Where are you now? ☺
Since you started the IHRM, what
has changed in your career? In what
way are you closer to your goal?

3. 3
Let’s check!
1. What is a career? Please define or describe.
2. In what way does technology influence
careers?
3. Draw a symbol of a career flow.
4. What is career management?
5. Whose responsibility it is to manage careers?

4. 4
After this session, you will
• know what is a career
• have an idea in what way technology influences
careers
• be able to draw a symbolic career flow
• understand what is career management
• understand whose responsibility it is to manage
careers
• have seen benchmarks on managing your own
and others’ international careers

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Content for today!
• What is a career? What is an international career?
• Why does it matter? What business reality are we in?
• Managing your own career
• Choices you make in your career – now & at later stage
• Best practice in international careers. Benchmarks and case
studies

6. 6
We know what we do.
ETTA. Leadership & Culture.
 Leadership development in
international setting
 #1 in Poland in cross-cultural and
international cooperation
 Diversity management and people
development strategies
POLAND. Czech Republic. Hungary.
Germany. Austria. Switzerland.
Russia. Malta. | Spain. Italy. Romania.

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ETTA trainer network

8. 8
The power of international teams
conference for managers and HR
(Wrocław, October 20th, 2017)
www.internationalteams.eu

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WHAT IS A CAREER?

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What is a CAREER about?
C
A
R
E
E
R
C ompetence
A mbition
R esume
intervi E w
dev E lopment
c R oss-cultural

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What is a CAREER?
• The progress and actions taken by a person
throughout a lifetime, especially those related
to that person's occupations. A career is often
composed of the jobs held, titles earned and
work accomplished over a long period of time,
rather than just referring to one position.
• Read more: BusinessDictionary.com

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slides

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What is a CAREER?
Three perspectives:
a) person's „course or progress through life”
 relates to a range of aspects of an individual's life,
learning and work.
b) relates to the working aspects of an individuals life
e.g. as in „career woman”.
c) describes an occupation or a profession that usually involves
special training or formal education, and is considered to be a
person’s lifework. In this case "a career" is seen as a sequence of
related jobs usually pursued within a single industry or sector e.g.
"a career in law" or "a career in the building trade".
[Oxford English Dictionary]

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Career in old* minds
pre-modernist approach
„Cursus honorum” - sequential order of public
offices held by aspiring politicians in Roman
Republic and the early Empire.
• designed for men of senatorial rank
• a mixture of military and political administration posts
• each office had a minimum age for election
• minimum intervals between holding successive offices
• laws forbade repeating an office
[http://en.wikipedia.org]
* ancient Roman ;-)

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Why does it matter?

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Why does it matter?
• Some HR functions might become obsolete
• Technology impacts daily work and private life – „work life balance” might ecome
an obsolete concept soon
• Work can be done remotely, big businesses rely on it.
• International (virtual) meetings have become easily possible.
• No face to face contact with some / most / all colleagues
• It’s much easier to find /change jobs
• Blurred time zones – challenge to WLB
Practical conclusions
• Stay updated and adapt
• Use technology for learning, sharing knowledge
• Look at technology as enabler
• Use technology for your work – recruiter. Social networks, virtual interviews.
• Learn about stress and stress management

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In 2000, A Fairly “Young” World
Under 5% 5% to 12.4% 12.5% to 20% Above 20%
Źródło: U.S. Census Bureau
Percent of Population Age 60+ in 2000

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. . . Rapidly Aging by 2025
Źródło: U.S. Census Bureau
Under 5% 5% to 12.4% 12.5% to 20% Above 20%
Percent of Population Age 60+ in 2025

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23

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Our future?...
• 2010: 1 pensioner  4 working persons
• 2030: 1 pensioner  2 working persons
• Minimum pension 2018 (from March 1st, 2018 on)
PLN 1027 gross (PLN 876 net)
• Polish pensioner’s average monthly expenses:
PLN 500 rent, PLN 200 medicaments

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4%
20%
25%
16%
1%
34%
50 or less 51-60 61-65 66-75 75 and
more
Never
At what age are you planning to retire?
Many employees are not planning to retire
at all
Source: The New Employee/Employer Equation, The Concours Group and Age Wave, 2004

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Education Work Relax
0 10 20 30 40 50 60 70 80
Changing lifecycle composition…
Age
Source: Demography is De$tiny,
The Concours Group and Age Wave, 2003

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Education Work Relax
0 10 20 30 40 50 60 70
Age
80
… into cycles
Source: Demography is De$tiny,
The Concours Group and Age Wave, 2003

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Education Work Relax
0 10 20 30 40 50 60 70
Age
80
Evolution
towards ‚mixed’ life paths
Source: Demography is De$tiny,
The Concours Group and Age Wave, 2003

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Global changes
• 24h availability
• Virtual work
• Flexibility
• Outsourcing / downsizing / reengineering
• Project / portfolio employees
• Limited loyalty
Which of them are visible in my job?
In what way?

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Can you plan design a career?
(post)modernist approach
• a wide range of choices, especially in the range of potential professions
• more widespread education
• careers of the career counselor and of the career advisor have grown up
• dual or multiple careers, sequentially or concurrently
• professional identities have become hyphenated or hybridized to
reflect this shift in work ethic.
• Economist Richard Florida notes this trend generally and more specifically
among the "creative class".

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• conscious planning of one’s activities
and engagements in the jobs one
undertakes in the course of his life
• for better fulfilment, growth
and financial stability.
• It is a sequential process that starts
from an understanding of oneself
• and encompasses occupational awareness.
Career management is

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Career path??

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Career path??

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Vocational guidance

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You (usually) need to choose
Expert
Manager

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How many jobs have you had
so far?

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Your career experience
Threes:
• What steps have you taken
in your career so far?
• How are these steps different
from each other? What is
common in all of them?
• What have you learned about
yourself in your career so far?

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Designing your own career
Career coaching
Pairs
1. How do you imagine your career?
2. What is your career goal?
3. Why is this goal important?
4. How do you want to get there?
5. What do you already have that will help you get
there?
6. How will you know you have reached your goal?
7. What comes next?

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10 Steps to a More Rewarding Career

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Traditional pension:
collapse from top power and prestige
40
20.
30.
50. / 60.
Source: Workforce Crisis: How to Beat the Coming Shortage of Skills
and Talent, Dychtwald, Erickson, and Morison, April 2006

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Future careers:
continuous work
41
20s
30s
50s
60s
70s
80s
Career
development
Career
slows down
Source: Workforce Crisis: How to Beat the Coming Shortage of
Skills and Talent, Dychtwald, Erickson, and Morison, April 2006

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The career path

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What is career
20s
30s
40s
50s
60s
70s
80s
Career
Development
Career
Deceleration
Source: Demography is De$tiny, The Concours Group and Age Wave, 2003

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This is how careers work:
Career is like a spiral

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Your observations
• Think about 2 positive and 2 negative
examples of international careers among
people you know
• What do they do so that you think their career
is successful?
• What of that would seem useful for you, too?
Please note it down!

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Cross-cultural competence at work [Bolten]

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INTERCULTURAL READINESS CHECK

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Into a global thinking mode?

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Strategic gap
a ‚near-sighted’ attitude towards products, Customers, subsidiaries
• Strenghts and skills of local offices are ignored
• Learning and knowledge of specific team members are
ignored
• Special needs of local markets are ignored
• Gap between the organisation’s strategic goals and the
capability of key people to implement them
• Technical skills or professional experience ≠ ability to transfer
them in an international context

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Managing careers
Whose responsibility is it to manage careers?
Is it:
• Employee?
• Manager?
• HR?
• …

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Makesureyoucan
influence!
Why We Love to Hate
HR…and What HR
Can Do About It

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MANAGING GLOBAL CAREERS

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BE A BETTER MANAGER: LIVE ABROAD
RESEARCH RESULTS
by William W. Maddux, Adam D. Galinsky, and Carmit T. Tadmor
Harvard Business Review, Sept 2010
http://hbr.org/2010/09/be-a-better-manager-live-abroad/ar/1

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People who have international experience or
identify with more than one nationality
• are better problem solvers
• display more creativity
• are more likely to create new businesses and
products
• are more likely to be promoted

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Living there is not the same as travel
• the longer the respondents had spent living
abroad, the more likely they were to find a
creative solution
• time spent traveling abroad had no effect on
creativity

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Trying to adapt makes you more flexible
• creative enhancement was significantly
higher for respondents who said they had
adapted to the foreign countries while they
lived there than for those who said they had
not

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Combining different cultural perspectives
makes you more creative
• Israeli managers working in Silicon Valley who had
incorporated both Israeli and American cultures into
their personal identities (such people are called
biculturals) had better professional reputations and
got promoted faster than managers who identified
themselves with only one culture or the other
(monoculturals)
• biculturals were more likely than monoculturals to
create new products

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Conclusions
• Expatriate programs are good for developing
better managers
• Companies could make them even better by
ensuring that expats are not cocooned from
the local culture during their stints abroad.
• The more expats interact with locals and local
institutions, the more creative and
entrepreneurial they’ll become :-)

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Challenges of international assignments
Linda Myers case

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Challenges of international careers
• Linda Myers / HBR Crucible The Would-
Be Pioneer

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Managing global careers
facing the challenges
(1) life/work imbalance + health & fitness,
(2) language skills,
(3) personal relationships, (4) professional
networks

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Organizational support
Managing diversity

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Diversity: The business advantage
Diversity
and
Inclusion
Creativity
and
Productivity
Invention
and High
Performance
Profitability
and
Business
Success

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Managing (cultural) diversity
Aspect Equality policies Diversity management
Goal Reduce discrimination Use employee potential to
achieve competitive
advantage
Assumptions Ethics Business advantage (profit)
Responsible HR All managers
Focus Groups Individuals
Benefits for employees Higher chances for minority
groups
Chances for all employees
Crucial activities Recruitment Management and leadership
Realized through Change of systems and
practices
Change of corporate culture

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• In which way is diversity management present
in your company?

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Managing Your Career
Ten Steps to a More Rewarding Career
Group A
How can you
address it as HR?
Group B
How can you make use of it
for your own career?

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Planning your own career

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Grow with our best support!

72. Thank you!
Monika Chutnik
monika.chutnik@ettaconsult.eu
+48 888 099 551
ETTA Global Leadership Consulting
www.ettaconsult.eu
www.facebook.com/ettaGlobalLeadership

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WHEN WE NEED SUPPORT
Career

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Career support
a range of different educational, counselling and
human resource management interventions,
commonly offered when:
• people are in education
• people are transitioning to the labour market
• they are changing career
• during periods of unemployment,
and during transition to retirement.

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Career support types
Career information
• supports career and learning choices
• especially labour market information:
– salaries of various professions,
– employment rate in various professions,
– available training programs,
– current job openings

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Career support types
Career assessments
• tests in a variety of forms
• help individuals identify and better articulate their unique interests,
personality, values, and skills to determine how well they may
match with a certain career
• help determine job-specific skills, transferable skills, and self-management
skills
• help individuals discover the tasks, experience, education and training
that is needed for a career they would want to pursue
• Career counselors, executive coaches, educational institutions, career
development centers, and outplacement companies often administer
career assessments to help individuals focus their search on careers that
closely match their unique personal profile.

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Career support types
Career counseling
• assesses people's interests, personality, values
and skills,
• helps people to explore career options
• helps to research graduate and professional
schools.

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Career support types
Career education
• a process by which individuals come to learn
about themselves, their careers and the world
of work
• A commonly used framework for careers
education is DOTS which stands for decision
learning (D), opportunity awareness (O),
transition learning (T), and self-awareness (S)