Positioning Yourself for Global Opportunities

April, 1 2008

By: Rusty Weston

Americans have a funny way of dealing with our lack of global business experience - we typically import the expertise.

Alexis de Bretteville, CEO of the Americas at Michael Page International in New York is a case in point. The European born executive, who heads up the Americas region for one of the world’s largest executive recruiting firms, addressed the American Business Forum on Europe recently on the Risks & Opportunities of Managing an International Career.

When it comes to exporting globally experienced executives, we’re a little undersupplied. “Companies are always struggling to find good people to move abroad,” says de Bretteville, who offers advice about positioning yourself for a global opportunity.

“Offer or propose new products for new markets abroad,” says de Bretteville. “Show interest, passion and commitment and make people (especially your mentors) aware that’s what you’re looking for. Show that you have language, skills, adaptability to moving to new environments. ”

A lot of U.S. executives do the math and decide against pursuing global opportunities, often because they’re not multilingual or worry it will derail their career. “It all comes down to risk and opportunities,” says de Bretteville. “Some people have the fear to move abroad because they think that they will be forgotten by their home country.”

Expatriating American executives is nothing if not complicated. “International mobility is still not as easy as it looks, especially for top executives,” says de Bretteville. “It’s easier for younger people because they have less links or ties - but for senior people it’s harder because of some issues - spouse’s career is sometimes an issue.” A survey they participated in showed that in 80 percent of cases the spouse’s career was the key reason an executive refused to move abroad.

“Mostly people recruit locally because it’s less risky and less expensive,” says de Bretteville. “We do have some [multi-country] assignments in high tech or IT sector, some sales people with tech skills. These are the kind of people you can move globally.”

Michael Page’s clients are often multinational or global companies seeking third-party expertise in sourcing global-ready talent. Most of the candidates they place don’t repatriate, says de Bretteville.

How do you manage a successful international career? There are three main principles according to de Bretteville:

1- The Mentor
• The person who sent you abroad, often someone who was an expatriate himself
• Keep him informed of your actions
• Ask for advice, get your mentor involved

2- Keep an active professional network
• Continue to attend conferences or fairs in your home country
• Develop contacts in your sector, stay visible • Keep in touch with your colleagues in your company
• Write them emails; send them interesting articles, etc…
• Share your experience, the trends of your sector

3- Stay visible at the headquarters
• Keep visiting on a regular basis
• Expose yourself to those who matter in the organization
• Organize meetings, or lunch/ drinks in advance of your visit
• Propose think-tank meetings, lead projects, etc…
• Send emails and memos (above and below you)

My advice is to take on an assignment where you can open up new markets or expand existing ones - or even find a way to cut costs overseas. Distinguish yourself, if possible, but mostly immerse yourself in another culture and learn what you can about how to thrive in the global economy. (Want to see if you’re “global ready”? Check out our free tool.)

It helps to work at a company that has a global DNA, says de Bretteville. Michael Page International, for instance, promises to move its high performing recruiters to other country assignments after two to three years.

Contact:

Max De Paola
Michael Page International
203.905.5253