Research Brief
A recording for this session isn't published. Below is the BPI editorial brief — key takeaways, an in-depth summary, and FAQs drawn from the original session materials and the presenter's body of work.
Presenter
Patrick Carmichael
**A study of expatriate performance management and leadership development**
Description
Become a part of a groundbreaking Study that seeks to identify the strategic outlook of global organizations on expatriate/international assignments and their role in organization development and global talent management. The study strategy includes literature reviews, personal interviews, categorization, and comparative analysis across companies. Each company being profiled is in the top 20 tier in its particular industry. We Will Examine Both Transactional and Transformational Elements of Global Expatriate Assignments/Talent Management. Secondary Research Sources Indicate a Need for Clearly Defined Process and Structure for Candidate Selection, Organizational Expectations, and Performance Management for Expatriate Assignments.
Learning Points
To fully understand the scope and impact of the assignment organizations must evaluate at three levels: Individual personality characteristics culture shock and cultural adjustment (or the lack thereof) person-environment fit, role transition, and role expectations
Who Will Participate
Organization HR Process – selection, training and adequate preparation Performance management Organizational control
Key Takeaways
- 1.Secondary research indicates a need for a clearly defined process for expatriate candidate selection and performance management.
- 2.Effective global talent deployment requires evaluating individual personality characteristics and person-environment fit.
- 3.Organizations must consider the impact of culture shock and support the cultural adjustment of international assignees.
- 4.Clarifying role expectations is crucial for a successful role transition in an international assignment.
- 5.Expatriate assignments play a strategic role in both organizational development and leadership development.
- 6.A successful expatriate program involves both transactional and transformational elements.
The Strategic Role of International Assignments
This benchmark research study examines how top-tier global organizations approach expatriate assignments as a core component of their talent management and leadership development strategies. The study investigates both the transactional elements (e.g., processes, structure) and the transformational aspects (e.g., leadership growth, organizational development) of global talent deployment.
The Need for a Structured Approach
Initial secondary research highlights a common challenge: the lack of a clearly defined process and structure for international assignments. This includes critical HR functions such as:
- Candidate selection
- Pre-assignment training and preparation
- Setting clear organizational expectations
- Ongoing performance management
Key Evaluation Levels for Success
To understand the full impact and ensure the success of an expatriate assignment, the research focuses on evaluation at three distinct levels:
- Individual: Assessing personality characteristics and the person-environment fit.
- Adjustment: Understanding and preparing for culture shock and the cultural adjustment process.
- Role: Managing the role transition and clarifying role expectations for the assignee.
This session delves into crucial benchmark research concerning global talent deployment and the intricacies of international assignments. It provides timeless insights into effective expatriate performance management and strategic leadership development within a global context, remaining highly relevant for organizations navigating today's interconnected world.
What you'll learn
- Key findings from benchmark research on global talent deployment.
- Strategies for effective expatriate performance management.
- Approaches to leadership development specifically tailored for international assignees.
- The impact of international assignments on an organization's overall talent strategy.
- How to measure the success and return on investment of global mobility programs.
Who this webinar is for
This content is ideal for:
- HR professionals and leaders responsible for global mobility programs.
- Executives overseeing international business operations.
- Talent management specialists and organizational development practitioners.
- Leaders preparing to send employees on international assignments.
- Anyone interested in the strategic implications of a global workforce.
Why it matters now
Despite being conducted in 2011, the foundational principles discussed in this research on global talent deployment remain critically important. Organizations continue to expand internationally, facing challenges in effectively managing diverse workforces and ensuring the success of their leaders and employees on assignments abroad. Understanding benchmark practices helps mitigate risks, optimize investments in global talent, and develop robust pipelines of internationally experienced leaders.
How leaders can apply this
Leaders can use the insights from this research to:
- Refine their organization's policies and support systems for international assignees.
- Develop more targeted leadership development programs for global roles, considering cultural adaptation and cross-cultural communication skills.
- Implement performance management processes that accurately assess expatriate contributions and foster growth.
- Strategicially integrate global talent mobility into overall business objectives.
- Leverage international assignments as a key mechanism for leadership pipeline development, ensuring future readiness for global roles.
About this session
Key takeaways
Watching this webinar gives you grounded, practical perspective on expatriate assignments and global leadership. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Patrick Carmichael's direct experience.
Who this is for
CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for expatriate assignments inside their organization.
Why it matters now
Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about expatriate assignments and global leadership.
How to apply it
Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.