Category Archives: Career management

Yes, It’s Possible To “Network” Without Being A Jerk

See on Scoop.itGlobal Leaders

Your network, as they say, is your net worth. Connections, as we know, create value

Anne Egros‘s insight:

Great tips about networking in this article published in FastCompany

Working hard and smart won’t help you develop your career without connections.

It is in fact not that hard to build and maintain a valuable network of professional and personal connections. Just follow two fundamental rules:

  1. Be Genuine.
  2. Stay in touch.

Related articles : 

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Finding Happiness as an Expat Wife

See on Scoop.itInternational Career

Are you struggling with life as an expat wife? InterNations shows you how to avert an identity crisis and how to find happiness as an expat wife.

Anne Egros‘s insight:

Maybe you took a break to raise your children or manage an expatriation or both, but now you feel it is time to find a job.

It is always better to know in advance what are the job market and regulation to get the right visa but if you got noticed of your new destination at the last-minute it is not always possible.

You can take this transition time as an opportunity to explore in-depth your skills and talent and find out what you really want to do.

Not all expat wives are happy with a “demotion” and want to have same or better career while living abroad and acquire intercultural competencies that international employees and global managers need nowadays.

Using a career and transition coach who lives in your place has numerous advantages especially for building your brand, helping you design resumes, supporting your networking efforts with local professionals and elaborating job search strategy that matches local job market.

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Age 5: Your First Career Mistake

See on Scoop.itInternational Career

Watch this video and learn why you need to go back to being a kid if you want to find real career happiness!

Anne Egros‘s insight:

What did you answer when you was a kid to this question : What do you want to be when your grow up ?

Most of the time your answer was to please and impress the adults that counted most in your life.

As adults, chances are high that we pursue a career to impress others. Not because we truly follow our passions.

Pause and think about it and be honest with yourself :  what do you want to say when someone ask the question : What do you do ?

Is this really what you love to do ?

Are you living someone else dream ?

Who do you want to impress or please as an adult ? Your boss, spouse, friends, etc?

Watch the video and think about what will be your life if you could do the job you truly  love ?

Are you ready for a career change ? Contact Us and find out.

Get A Personal Brand Assessment On Twitter Using Twylah

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You Are What You Post  Online !

If you are looking for a job or you are starting a business, it is time to consider Twitter to build your personal brand. If you are already using Twitter for building your reputation online, it’s time to look at the value of your brand.

Based on the frequency and date of your tweets, Twylah creates a dynamic, engaging, navigable website of your Twitter content, organized by topic.

Have a look at my page :

Most recently Twylah has launched a “Brand Assessment and Action Plan” to understand how your tweets are aligned with what you want to be known for, in other word with your personal brand.

  • Is your Content Focused ? Choose the right key words for the rig audience
  • Are You Consistent ? Maintain visibility requires you to tweet frequently about  your top brand messages
  • Is what you post has resonance ? You have high resonance when your content fits your target audience

Watch the video from Eric Kim, CEO at Twhylah for more details:

I also discovered WeFollow, a utility created by Digg creator Kevin Rose that helps users find online experts  who have same shared interests providing you a source of relevent content for your brand.

What Do You Think About Twitter To Build Your Reputation ?

Dear Leaders, Personal Branding Is Not About YOU, It Is About People You Serve

I have preached for a long time what is written in this article from Forbes: Personal Branding Is A Leadership Requirement, Not a Self-Promotion Campaign. Developing your personal brand is essential for the advancement of your career and development as a leader.

Personal branding is more than just promoting the brand calls YOU. It is important for leaders to clearly communicate about their values to attract talent, engage current employees and other stakeholders inside and outside the company.

By cultivating your professional image via the content you post on various social media platforms, you can help other people as much as they can help you by sharing ideas or getting feedback from customers.

The relationships you develop online should be  based on a 2 way communication style without promoting yourself.

The choice of the social media depends greatly on your target audience, don’t waste too much time to be everywhere to increase your SEO.

Which leaders do you know that have successful personal brand ?

Wanted: True Global Business Leaders !

What makes a business leader a true global business leader?

One of the most important mission of a business leader is to improve bottom-line results by having a clear vision, shared values and a mission statement that inspire, motivate and engage employees .

The job of a true global leader is the same as any business leader except that for companies operating globally those executives MUST integrate in the company strategy the cultural differences in customers’ preferences and local social rules to lead employees across borders.

Developing cultural Intelligence is key for global leaders who usually share same curiosity and interest in other cultures, do not judge but have a thirst to learn cultural differences.

Cultural intelligence cannot be learned by simply visiting different countries for few weeks, learning languages, attend cross-cultural webinars or read books.

Cultural intelligence is acquired by being exposed directly to cross-cultural  challenges at work and everyday life, preferably with family.

Regarding following spouse and children, too often their role in the expatriate executive’s performance and success is overlooked. From personal experience the working partner and the following family members face totally different challenges.The addition of the two experiences deepen the acquisition of the local culture.

The executive team should reflect the diversity of the company’s customers and employees. Unfortunately there is still the “white men” , ethnocentric leadership style that is most prevalent today, except for companies such as America-based Coca-Cola or German-based Henkel  that have long history of having a multicultural top management team.

In a previous article why white men can’t lead  I gave several references gathering evidence that today’s leadership models, although they may differ from person to person and method to method, generally have a common bias toward Western or European-influenced ways of thinking.

How To Develop True Global Business Leaders ?

Future global top executives must manage their career both horizontally across functions and countries and vertically starting by spending some time being one of the front-line employees (sales and customer services, research or manufacturing for example). They can acquire knowledge in the same company if this one has a good global talent development program but most global executives have experienced different companies and various industries.

This practical experience is needed to develop the skills of a global leaders because “global” does not only means cross-cultural leadership but also to have a holistic view of the company as a whole entity including:

1-A strong corporate culture: Company explicit and implicit rules and guidelines, leadership style, vision, values, mission

2-Local cultures: Countries and regions where the company operate:  Language (verbal and body language), religion, cultural values and  norms, communication styles

3-Each individual team member’s own culture, values, beliefs, set of norms

To develop cultural intelligence you need to be a chameleon who is able to change its color to reflect its environment. Usually it is mandatory to have lived several years abroad, in at least two totally different cultures, across different continents, speak minumum two languages including being fluent in business English.

Effective global leaders must create TRUST regardless of ethnicity or country of origin by actively listening to everybody’s ideas before making a decision concerning the introduction of a new product or service in a foreign market.

Here a great video illustrating the process of acquiring cultural intelligence: 


Are you a global leader ? Please share your story on how you became one

Make Yourself a Global Asset

Slogan of the SKOLKOVO Executive MBA (Moscow RUSSIA)

Slogan of the SKOLKOVO Executive MBA (Moscow RUSSIA)

Read “Make Yourself a Global Asset” via Scoop.itGlobal Leaders

In this article, Anna Tavis, head of talent and development at Brown Brothers Harriman champions global experience over education as the key to success in global business.

I agree with her an international executive MBA program is not enough to make you a global executive, the same way that you don’t learn swiming by studying how world champions win a gold medal at the Olympics. You need to get wet and get tough challengers.

You can’t stop globalization even if you close borders and build walls made with bricks and mortars ! The internet, and social media make the world more and more connected everyday. Maybe your company is based in the U.S. but  vendors might be in India, and customers in more than 40 countries. That’s why multinational companies need employees able to think globally but communicate locally with cultural sensitivity. I like to use the term “glocalization” to instill the idea that global products and services need to be designed in the early stages of research and development with cultural sensitivity too.

Do you want an international career and become a global executive?

You need a vision, a purpose and a road map: This is valid for career planning in general but most specifically if you want to win the global talent war you need to plan ahead, learn new languages, get exposed to different cultures via international working assignments. Be prepared to shift every 3 years and chose emerging markets before expats become a commodity in those countries.  No matter how old you are you need to give permission to yourself to have dreams, explore your possibilities and identify your options. We all have choices but we need to use our imagination to see them. Once you know where you want to be, then put your strategic thinking at work to identify your goals strategy and action plan to get you there.

If you are still in college, learn key languages maybe Mandarin, Spanish, Brazilian or Russian will be a good choice in today’s economy. Find an internship or a job abroad for minimum one year.

If you are already a manager employed in a multinational companies, become the first on the list to be picked-up for an international assignment by participating in global projects and working with multicultural teams.

Learning a new language should not depends on age, you don’t need to be fluent but it is important to understand how a language is structured to get some clues about cultural values and unspoken social rules or business etiquette. You can learn about the fundamental cultural dimensions from colleagues or local intercultural clubs and online through many specific forums.

Keep learning in a large variety of topics every day is also key to become a global asset as you need to be highly flexible. Switching job functions from R&D to marketing and operation management is mandatory as much as living in various countries.

Related article: Why White Men Can’t Lead ? (

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