Developing the Global Executive - Development Dimensions ...

EXPAT ASSIGNMENTS
As Hartford Life International continues to expand globally, leaders in the corporate
function must be more astute at thinking globally and better equipped to manage in a
global economy. At the same time, there is a desire to provide more support to those
managing operations and growth in a local country with strategies for sourcing local
talent and developing future leaders in that environment.
The organization has relied heavily on expat assignments for global leader
development, often sending in an expat to grow a local business. Expat assignments
are viewed as the epitome of on-the-job training for global leaders and a good way to
integrate development with real work. However, not everything is transferable from
the U.S. to other locations and cultures, and one key to successful expat
assignments lies in the selection process.
One has to be wary of people whose leadership style is “I know this will work
because it worked where I was before,” especially if their experience has only been
in the U.S. and is limited to just one functional area. True global leaders need to be
able to read the local environment, be sensitive to the local culture, and open to
new ways of getting things done. Not only is adaptability to different cultures and
leadership styles critical, the most successful expat candidates are those who exhibit
a natural curiosity, interest in doing global work, and openness to personal change.
Developing the Global Executive
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