This is the second in a series focusing on two personas in a company, the head of HR and the Global Managing Director, using the Rosetta Stone Driving Global Readiness Toolkit to improve the language skill set of the company’s employees and helping to fulfill the strategic goals of both departments.
Jack is the Global Managing Director for a growing company that is looking to further expand its operations overseas. He’s mid-50s, not yet thinking about retirement but thinking about what the company will look like when he does pack up his office. He’s seen a lot of change. When he joined the company, his position didn’t exist.
He got his position by being the first to volunteer for the company’s original foreign expatriate assignment in Mexico. Then China. Now, two more countries later, he’s no longer an expat (he identifies the people within the company who are) but he still travels at least 50 percent of a month.
He’s proud of what he’s accomplished and values his role on the management team. The CEO often says that the company wouldn’t be in the position it’s in without Jack. But change is coming more quickly now. The company needs to be more nimble. It needs to be prepared to act more quickly on opportunities in foreign investment. He’s also seen that his “bench”, the up-and-comers that he relies on to take these foreign assignments, is getting thin. These people simply aren’t prepared to go overseas.
What can he do about it?
The place in which the company is most lacking in terms of skills is in language training. He’s hated that he’s had to hire talent from other companies to take assignments simply because he didn’t have anyone that could speak a certain language. Because of this wave of outside hiring, many of his brightest prospects have left for places where they can progress in their career.
Jack has often wondered why the company doesn’t offer language training on a wide scale. Employees have to take it on themselves to learn a new language—often without being reimbursed. If he could find a way to expand the company’s language training options, his talent pool would be more prepared to feed the next wave of international expansion.
He’s going to talk to HR and see if Cynthia has any ideas.
Next time: Jack and Cynthia Discuss Their Vision for the Company
Cynthia and Jack will be working with our new Driving Global Readiness Toolkit, which has all the tools you need to assess your organization’s language learning needs and plan for addressing those needs.