designing global support for an expat community:

Transcription

1 globalplayers In collaboration with designing global support for an expat community: the global players platform at Barilla, Italy's leading food company david trickey (tco) lamberto prati (barilla) marianna crestani (tco)

2 presentation flow How it all started Barilla: the Italian food company Exploring the expat experience: the expat survey The five challenges The Global Players Platform The coaching network The control panel The satisfaction questionnaire: how well were we meeting the challenges? The HR innovation award Going virtual

3 ..on the 18 th January 2010 in an office within the world s largest pasta factory

4 how it all started: supplier + trust = partner Let s make no assumptions we ll simply ask the expats both play the trust card - all inclusive fixed fee per expat/two year contract No breakdown of individual services just future proof No limit to consulting time whatever s needed challenge each other tough debates challenge the status quo make this the foundation for company wide change

5 ..and things moved quickly So what do you think? Can you draft an expat survey by the end of today??

6 the journey

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8 Background video on the Barilla story Click on the logo below

9 Barilla s future strategic challenges

10 barilla international community

11 exploring the expat experience: the expat survey (Sept-Oct 2010) 36 people responded to the 74-question survey (92% redemption) Male: 29 Female: 7 Current Expat: 21 Past Expat: 13 Departed before Oct 2009: 30 Departed after Oct 2009*: 6 Female: 21,1% Male: 78,9% No: 38,2% Yes: 61,8% After October '09: 16,7% Before October '09: 83,3% * In 2009 the expat policy changed

12 Challenge #1 How to build positive perceptions of the international assignment experience Indicators: Lack of clarity about career benefits of taking assignment Low perception that international experience was valued in leadership role Absence from HQ perceived as negatively impacting on career

13 Challenge #2 How to build readiness for global deployment Indicators: Little cross-cultural preparation provided (perceived as useful) Inadequate post-arrival training to meet initial challenges Over 25% admitted difficulties adapting to the new context Biggest challenge was increased uncertainties, especially around family Often isolated socially from locals No repatriation support as such

14 Challenge #3 How to ensure an effective start-up and re-entry process Indicators: Few had onboarding programmes Inadequate assistance with the partner

15 Challenge #4 How to keep the international assignees connected to home country Indicators: Most perceived that while abroad they were less present, visible and connected tto he HQ Perceptions of being abandoned

16 Challenge #5 How to recognise and value international assignees on return Indicators: Frustrated desire to share hard won experience abroad on return Low interest or encouragement to bring new experiences back

17 5 challenges for global success #1 How to build positive perceptions of the international assignment experience #2 How to build readiness for global deployment #4 How to keep the international assignees connected to the home country #3 How to ensure an effective start-up and re-entry process #5 How to recognise & value int l assignees on return

18 ensuring global success Supporting expats before, during and on their return Improving performance through leadership realignment in a global context Sharing and retaining hard won global experience blended learning & development platform: The International Profiler questionnaire (completed) Intercultural workshops E-learning modules International Development Plan Distance Coaching sessions Country specific briefings Web community

19 Barilla Global Players Global Forum Optimising our International Experience June 23rd 2011, Parma

20 David Lewis, helped us capture some of the key moments during the day 22

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22 What kind of international animal are we in Barilla?

23 Aggregate results for the expat community using The International Profiler NEW THINKING 10 WELCOMING STRANGERS 3 OPENNESS ACCEPTANCE 2-12 FLEXIBLE BEHAVIOUR -7 FLEXIBLE JUDGEMENT FLEXIBILITY LANGUAGE LEARNING 5 INNER PURPOSE 9 PERSONAL AUTONOMY FOCUS ON GOALS 10-2 RESILIENCE COPING EMOTIONAL STRENGTH SPIRIT OF ADVENTURE 8-2 ATTUNED COMMUNICATION SKILLS - PULL -4 REFLECTED AWARENESS -1 ACTIVE LISTENING CLARITY OF COMMUNICATION 6 COMMUNICATION SKILLS - PUSH EXPOSING INTENTIONS 9 INFORMATION GATHERING 3 CULTURAL KNOWELDGE VALUING DIFFERENCES 4-7 RAPPORT -6 RANGE OF STYLES INFLUENCING -20 SENSITIVITY TO CONTEXT -1 CREATING NEW ALTERNATIVES SYNERGY Red shows less focus in percentage terms than the database Green shows more focus in percentage terms than the database

24 Nurturing trust with the client

25 The crisis.

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27 overview of the barilla global players platform BEFORE INT L ASSIGNMENT DURING INT L ASSIGNMENT RE-ENTRY PERIOD Expat Questionnaire The International Profiler (TIP) & Personal Feedback 1 Distance COACHING SESSION x 2 months International Personal DEVELOPMENT PLAN Yearly FORUM (as a prework) 5 Challenges to overcome for global success COUNTRY BRIEFINGS Yearly Forum/ WORKSHOP 6 E-LEARNING MODULES 1 Reorientation distance COACHING SESSION on return

28 country briefings France USA Germany Sweden Italy Russia China Spain Brazil Mexico Canada

29 online argonaut

30 moving across cultures pack Cultural orientation framework Cultural awareness and diversity Intercultural adaptation and culture shock Trust across cultures Working effectively in the host culture Supporting each other as a family and resources for the expat partner Communicating across cultures

31 Barilla Global Players Platform the DURING coaching team INT L ASSIGNMENT Marylin Tim Maureen Nina Helen Bethany Simone Olga Andra Sabine

32 Collective expat issues could be flagged up in the organisation An early warning signal when before they were simply off the radar

33 key dilemma ensuring alignment between the coaches, the global players and the client inform involve 40

34 key dilemma ensuring alignment between the coaches and the client universal process particular needs 41

35 finding a new balance.

36 expat evaluation questionnaire 2012 OBJECTIVES Collect feedback from the Global Players on their experience of the combined tools offered Identify new ideas from the Global Players on innovative tools / services to integrate Test the success factor of the platform in relation to the 5 challenges identified in December web-based questions Target: 44 people (including: the entire current expat community + the expats who have gone through the reentry stage) Launched: November, 2012 Redemption: 88,6% (39 people)

37 overall evaluation 86% see our support as between good or excellent but

38 Where we are now:

39 1 Some deeper-rooted challenges 2 EXPAT RECOGNITION ON RE-ENTRY PLANNING A RE-ENTRY STRATEGY 3 4 GLOBAL-LOCAL BRIDGING BEING PRESENT WHILE ABSENT

40 the unexpected outcomes: what is the benefit of the newsletter? Be updated on what happens within the expat community, not feeling alone Keep the expat community together as a group Share & exchange common experience Interesting to read and learn from others experiences Understand that we all go through similar phases Learn on how much Barilla is investing on international growth Sharing the experiences as a VALUE Information on how things are in different parts of the world It's nice to be connected with the other expats and to have contents dedicated to us. The questions asked to the expats are more or less always the same which make possible to compare experiences and reactions from an expat to another

41 the unexpected outcomes: the instinctive use of a shared language WHAT ARE THE TOP 3 LESSONS YOU HAVE LEARNED BY GOING ABROAD? Power of using emotional intelligence to connect with different cultures and to build stronger relationships; importance of sensitivity to context for integration and decision-making processes; the inner purpose as the key strong ingredient able to provide direction and leadership even in unfamiliar cultural environments.

42 the unexpected outcomes: voicing needs Is there anything that you would change of your experience after choosing the international assignment and choosing not to bring the family? The Company must be aware that the professional challenge and personal sacrifices of an expat that leaves the family are obviously very high, complex and difficult. The gratification and support are crucial to make sense of the choice made. This helps to cope with the expectations of the family. If you were to ask Barilla HR one question or one change when the family is divided, what would it be? More professional visibility during the post-expat period, which helps and motivates the expat even through the tough times and helps him to respond to the legitimate questions of his/her loved ones.

43 HR Innovation Award for the Barilla Global Players Platform

44 taking the project to its next level of enrichment and engagement

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