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    International Success: Selecting, Developing, and Supporting Expatriate Managers
    International Success: Selecting, Developing, and Supporting Expatriate Managers
    International Success: Selecting, Developing, and Supporting Expatriate Managers
    Ebook89 pages47 minutes

    International Success: Selecting, Developing, and Supporting Expatriate Managers

    By Meena S. Wilson and Maxine A. Dalton

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    About this ebook

    The selection - development - support framework described in this report not only identifies the important factors to consider when working overseas but also specifies ways to develop a talent pool of effective expatriates.
    LanguageEnglish
    PublisherCenter for Creative Leadership
    Release dateAug 24, 1998
    ISBN9781604918007
    International Success: Selecting, Developing, and Supporting Expatriate Managers

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      Book preview

      International Success - Meena S. Wilson

      INTERNATIONAL

      SUCCESS

      SELECTING, DEVELOPING, AND

      SUPPORTING EXPATRIATE MANAGERS

      INTERNATIONAL

      SUCCESS

      SELECTING, DEVELOPING, AND

      SUPPORTING EXPATRIATE MANAGERS

      Meena S. Wilson

      Maxine A. Dalton

      Center for Creative Leadership

      Greensboro, North Carolina

      The Center for Creative Leadership is an international, nonprofit educational institution founded in 1970 to advance the understanding, practice, and development of leadership for the benefit of society worldwide. As a part of this mission, it publishes books and reports that aim to contribute to a general process of inquiry and understanding in which ideas related to leadership are raised, exchanged, and evaluated. The ideas presented in its publications are those of the author or authors.

      The Center thanks you for supporting its work through the purchase of this volume. If you have comments, suggestions, or questions about any CCL Press publication, please contact the Director of Publications at the address given below.

      Center for Creative Leadership

      Post Office Box 26300

      Greensboro, North Carolina 27438-6300

      Telephone 336-288-7210 • www.ccl.org/publications

      ©1998 Center for Creative Leadership

      All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America.

      CCL No. 180

      Library of Congress Cataloging-in-Publication Data

      Wilson, Meena S.

      International success : selecting, developing, and supporting expatriate managers / Meena S. Wilson, Maxine A. Dalton.

      p. cm.

      Includes bibliographical references.

      ISBN 1-932973-49-4

      1. Corporations, Foreign. 2. Corporations, American—Personnel management. 3. Executives—Training of. 4. Middle managers—Training of. 5. Americans—Employment—Foreign countries. I. Dalton, Maxine A. II. Title.

      Table of Contents

      LIST OF FIGURES AND TABLES

      PREFACE

      ACKNOWLEDGMENTS

      INTRODUCTION

      THE COSTS OF FAILURE

      WHAT DOES EXPATRIATE EFFECTIVENESS MEAN?

      HOW TO CREATE AND MAINTAIN A TALENT POOL OF EFFECTIVE EXPATRIATES

      Selection

      Short-term Considerations: Personality and Early-life Experiences

      Long-term Consideration: Family Readiness

      Development

      Short-term Considerations: Language and Cultural Training

      Long-term Consideration: On-the-job Development

      Support

      Short-term Considerations: Outbound Transition and Family Adjustment

      Long-term Considerations: Equitable Compensation and Repatriation

      Recommendations for Developing a Talent Pool of Expatriate Managers

      CAN GLOBAL PERSPECTIVES BE LEARNED?

      REFERENCES AND SUGGESTED READINGS

      APPENDIX A: DESCRIPTION OF RESEARCH

      APPENDIX B: INTERVIEW PROTOCOLS

      Figures

      Figure 1. Expectations for Effectiveness

      Figure 2. Selection-Development-Support (SDS) Framework

      Figure 3. Early-life Experiences: Lessons Learned from Most Frequently Cited Events

      Figure 4. Tiers of Expertise

      Tables

      Table A1. Criterion Measure for Study 3

      Table A2. NEO PI-R Scales: Zero Order Correlations

      Table A3. Prospector™ Scales

      PREFACE

      In 1994 the Center for Creative Leadership (CCL) launched the Global Leadership Research Project. One of the first studies associated with the project was an investigation of the expatriate role. We began by reviewing the relevant academic and practical literature and talking with senior human resources executives from several Fortune 500 companies. These people have primary responsibility for developing managers and making expatriate assignments. They told us that although their organizations were moving relentlessly forward to participate in global markets, their senior managers were ill prepared to live and work successfully outside of the U.S. These managers raised two questions: How can we improve the success rate of our people sent out on international assignments? How do we build the bench strength to staff our organizations internationally?

      Once we were clear about their concerns, we responded by conducting a series of studies with expatriates and repatriates. Our purpose was to explore the factors contributing to expatriate effectiveness in order to create baseline information about how companies can build their talent pool for staffing senior international positions.

      This report is one product of that work.

      ACKNOWLEDGMENTS

      The authors thank all the organizations and people who have made this report possible.

      We gratefully acknowledge sponsorship of our research by the Colgate-Palmolive Company; E. I. du Pont de Nemours & Co.; Kraft General Foods/Phillip Morris Companies, Inc.; The Stanley Works; Saudi ARAMCO; Swiss Bank Corporation; and Texaco, Inc. We also thank the many human resources professionals from these and other organizations who contributed their insider observations and shaped this endeavor.

      The thoughtful comments and encouragement of our internal and external reviewers—Patrick Carmichael, Jennifer Deal, Chris Ernst, Lily Kelly-Radford, Harry Lane, Rebecca Lotsoff, Tom Perryman, and Valerie Sessa—and our editor, Marcia Horowitz, gave final form to this report, and we thank them.

      We also appreciate early contributions to this research by our CCL colleagues John Fleenor, Michael Hoppe, Gordon Patterson, and Ellen Van Velsor, and later contributions to the typing of the manuscript by Renea King. In particular, we thank Denise Craig, our partner in

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