Global Business Talk Radio

Global Business Talk Radio
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Innovators, doers, brilliant minds, and subject experts interviewed by host Ed Cohen, in a concise, conversational format.

  1. 05/28/2020

    GLOBAL RADIO interviews 2 very experienced “Global HR” professionals; Germany-based Soumen Chowdury and Dubai-based Sandrine Bardot. Key item: As a single-person consultancy my name is my brand; I only have my reputation to sell!

    WHO IS SANDRINE? * Who You See Is Who You Get : I personally deliver the goods and don’t delegate to some junior consultant * Hands on experience : Over 20 years, I climbed the ladder in C&B at prestigious organisations (Microsoft, Fiat, Apple, Philips, Airbus…), eventually leading Global Performance & Reward teams for 2 multinationals with tens of thousands of employees across dozens of countries. * Care : As a single-person consultancy, my name is my brand. I only have my reputation to sell ! So, I will always care about the quality of the work I deliver for you. WHO IS SOUMEN? * HR Shared Services, HR Transformation, Talent Mobility, Global Payroll, Leaders Excellence-Harvard Square * Proven ability to develop individuals and build cohesive global teams with diverse skills through coaching and empowerment. * Places great emphasis on leveraging and working collaboratively with key business partners to gain maximum benefit and support to achieve personal and corporate objectives. GLOBAL RADIO TALKSHOW brings together 2 industry experts who have never before communicated to suddenly discuss current business. Hello and Welcome! SOUMEN CHOWDHURY currently living and working in Germany SANDRINE BARDOT currently living and working in Dubai

    27 min

  2. 04/27/2020

    GENERATION MOBILITY platform supports companies making transition abroad smoother for global workforce, raising employee engagement and wellness resulting in increased ROI.

    Global Business Talk Radio

  3. 04/10/2020

    COMPENSATION INSIDER Sandrine Bardot, Dubai-based; digitalisation of HR

    SANDRINE BARDOT, Dubai-based RECOGNIZED  INTERNATIONAL COMPENSATION EXPERT, discusses how the digitalisation of HR can help provide an employee experience which is on par with the expectations we all now have as digital consumers. Hi, I am a Total Rewards consultant, trainer, and speaker with +25 years of experience and a strong edge on Middle East approaches. Read More… Subscribe to this blog ! Please go to the Subscribe section and fill in your name and email to receive the latest posts ? We discuss how the digitalisation of HR can help provide an employee experience which is on par with the expectations we all now have as digital consumers. Digitalisation of HR In our region, there is a huge push towards implementing the digitalisation of HR, and some organisations are super advanced. For instance I recently attended a truly breathtaking demo of a performance management system apparently implemented across many Smart Government entities in Dubai. But let’s be honest, despite all the hype towards digitalization, the HR systems that I see used at my clients are often old…very old… Like for example this client’s “fill this Excel performance appraisal template and send HR a paper copy (!) signed by your manager” which I had to deal with, well, in 2019 ! The gap between our expectations and the experience of using current enterprise systems Millennials are expected to represent 75% of the workforce by 2025. In Dubai, in 2016 already, around 51% of the workforce was between ages 20 and 34, as per Dubai Statistics Centre numbers. The Millennial generation grew up with the internet and cell phones, and technology could be considered part of their DNA. Millenials have definite expectations about how digital systems should behave, and see a significant gap between their experience of digital systems on the consumer side, and the reality of what digital systems in the enterprise can deliver Chris Pope, VP of Digital Strategy, Service Now – cited in Tawahultech.com Indeed, existing software solutions in organisations are often “behind” in terms of user interface and responding to internal customer expectations, and do not fit with the way that people want to interact with their screens nowadays. Today’s workforce is used to getting results fast from its personal suite of shiny new hardware and apps : social media, wearables tracking their health, getting instant coupons when entering a retail space… Also think online shopping (Amazon and its recommendations), customer service and instant accessibility on any screen (Netflix), relying on recommendations, user reviews and ratings  (AirBnB or TripAdvisor)… You may say “Well, but this digitalisation has not affected HR yet”. Really ? Think about it : LinkedIn has more information on people than most HR systems do (languages spoken, skills, education and training/certifications, recommendations on the person’s professional achievements, and even career aspirations). Linkedin has also completely changed the way recruitment is done nowadays, and digital has almost finished to kill traditional classifieds in newspapers, and even job boards. Despite all their flaws, YouTube and short videos are becoming a by-default learning system. Who hasn’t looked for answers on a work-related question on YouTube, watched a TED video, taken a course on a MooC or a learning platform like Udemy or Coursera ? So how can these consumer trends translate in digital HR ? Imagine if your organisation could transform the employee experience through digital HR, for example by implementing some of these solutions : Integrating social and performance Some organisations use social integration and performance management results to reduce hiring time and improve hiring quality For example in the US, Macy’s track which of their seasonal workers are the most positive about their brand and re-invite the top performers year on year, thereby reducing the number of interviews required and the shorten the time-to-...

  4. 04/07/2020

    CHRIS DEBNER: Challenges & Dilemmas for Talent Mobility Mgrs

    Strategic Talent Mobility Advisory Award-winning Talent Mobility Thought Leader and frequent speaker on the future of HR and International HR;  providing Strategic Global Mobility Advisory and Coaching Services. Chris Debner has more than 20 years of experience in international HR advisory and worked in over 35 countries across all industries. Chris runs his own consultancy for Strategic Global Mobility Advisory out of Zurich, Switzerland. For further info or to contact Chris https://www.linkedin.com/in/chrisdebner/  http://www.chrisdebner.com  www.pickmybrainpaymylunch.com Chris Debner Challenges & Dilemmas; Talent Mobility CRISIS Originally published April 6, 2020; LinkedIn We currently have a black swan moment that comes with a massive loss of predictability and control. No surprise that travel restrictions and social distancing measures have especially impacted Talent Mobility programmes around the world. They do not only face challenges to which answers need to be found, but also some new dilemmas that are not easy to resolve. My constant interaction and recent discussions with players in the Talent Mobility market, but especially a virtual networking session with the Heads of Mobility of the Swiss SMI (Swiss Market Index) companies on April 3rd 2020, gave my some valuable insights worth sharing, that might help you to prepare yourself for decisions to be made and give you more confidence and comfort on decisions you already took. You will also learn about some new perspectives around some current dilemmas for Talent Mobility. Finally we will look on what the current crisis likely means in the long run, when it comes hopefully soon to an end. There are basically no differences between industries (all are effected in the same way) with the exception of the so-called system-relevant industries, such as pharma, medical supplies, food and supply chain etc.. While for them some exceptions from the travel restrictions are available, they are also far from business as usual. Different mobile employee groups at different stages of their travel or relocations were impacted by the wide-spread travel bans and immigration restrictions. The issues arose mainly in the following cases: Repatriations Postponed or cancelled assignments Foreign local hires Stranded Business travelers Cross-border workforce / daily commuters Home office abroad employees It is interesting to see, that currently Talent Mobility is getting involved in situations that they did not necessarily deal with before, such as home office situations of local employees, daily commuters and business travelers. HR is turning to Mobility to find answers to their questions in this situation. Talent Mobility challenges Let’s look at some of the challenges encountered with these employee groups: Compliance: taxation, social security, immigration (border closures), permanent establishment risk and medical support and insurance (duty of care) The early repatriation of assignees, while there are travel restrictions and lack of flights pose a challenge. Though one that most have already accomplished by now. Especially in Europe you will face situations where the employees choose to work from a home office in another country, maybe their home country, but sometimes also from their holiday homes abroad. The first task is to identify these cases, because when they simply work online it is not apparent for their employer where they work from. The awareness for the accompanying compliance issues (see list above) of such virtual work from abroad is very low among the business and employees and currently not on top of their agenda. It becomes the role of Talent Mobility to inform and advise the business and effected employees about the consequences and to develop approaches to deal with it. Stranded business travelers, who could not return to their home country before travel restrictions came into place, create compliance worries about tax,

  5. 04/01/2020

    Washington-based, JEAN ABINADER; has work experience in over 40 countries providing services ranging from negotiations training, workforce dev, integrated marketing/com strategies.

    Global Business Talk Radio

  6. 03/16/2020

    Dr Rita McGrath, professor at Columbia Business School -New York; and also, Author – SEEING AROUND CORNERS: How to Spot Inflection Points in Business Before They Happen.

    Honors and awards 2016 Theory to Practice award to Dr McGrath from the Vienna Strategy Forum 2013 Distinguished Achievement Award in Strategy from Thinkers50 In both 2011 and 2013, Dr McGrath was named one of the top 20 thinkers by Thinkers 50, one of the world's most prestigious rankings of management thinkers In 2017, Dr McGrath was ranked the #10 most influential leadership thinker in the world by Thinkers50 Dr Rita McGrath Globally recognized expert on strategy, innovation, and creating growth under uncertain conditions. Dr Rita McGrath graduated  Magna Cum Laude  from Barnard College in 1981; in '82 she earned a Masters of Public Administration from the School of International and Public Affairs, Columbia University. In '93 she completed her Ph.D. at The Wharton School (University of Pennsylvania) with the dissertation, entitled Developing New Competence in Established Organizations consistent with her longstanding interest in corporate ventures and innovation. About Dr Rita Gunther McGrath is a best-selling author, a sought-after speaker, and a longtime professor at Columbia Business School. She is widely recognized as a premier expert on leading innovation and growth during times of uncertainty. Rita has received the #1 achievement award for strategy from the prestigious Thinkers50 and has been consistently named one of the world’s Top 10 management thinkers in its bi-annual ranking. As a consultant to CEOs, her work has had a lasting impact on the strategy and growth programs of Fortune 500 companies worldwide. She is the author of the best-selling The End of Competitive Advantage (Harvard Business Review Press, 2013).  She has written three other books, including Discovery Driven Growth, cited by Clayton Christensen as creating one of the most important management ideas ever developed. She is a highly sought-after speaker at exclusive corporate events around the globe, such as the Global Peter Drucker Forum. Rita is the founder of Techtonic a company focused on helping organizations go beyond innovation theater by developing tools to implement the Discovery Driven Growth approach. She received her Ph.D. from the Wharton School (University of Pennsylvania) and has degrees with honors from Barnard College and the Columbia School of International and Public Affairs. Follow Rita on Twitter @rgmcgrath. For more information, visit RitaMcGrath.com

  7. 03/11/2020

    Maya Hu-Chan, Author, SAVING FACE; HOW TO PRESERVE DIGNITY AND BUILD TRUST

    https://globalbusinessnews.net/wp-content/uploads/2015/01/global-141215-Maya-Hu-Chan-FINAL-FULL-SHOW.mp3

    19 min

  8. 03/04/2020

    Steven Howard, author-BETTER DECISIONS BETTER THINKING BETTER OUTCOMES

    Steven Howard is an award-winning author of 20 books on leadership, management, corporate branding, and marketing. He now specializes in creating and delivering leadership development curriculum for front-line leaders, mid-level leaders, and high-potential leaders. For over 25 years he has delivered leadership development programs in the U.S., Asia, Australia, Europe, and Africa to numerous organizations and institutions. He is well-known for his truly international and multicultural perspective, having lived in the USA for 30 years, in Singapore for 21 years and in Australia for 12 years. BOOK   Silver Award Winner, Nonfiction Authors Association Book Awards Distinguished Favorite Award, Leadership Category, 2019 Independent Press Awards Stress and our overloaded brains are two of the underlying causes creating conflict, tension, and drama in the workplace. They also result in poor decision making and less-than-optimal thinking by leaders at all levels of the workforce. Daily juggling of data, reports, email, meetings, decisions, and way too much information has leaders operating in "mind full" modes. This is not good. A more effective method is to make decisions in a mindful mode, a skill that can be learned. As a leader, the decisions you make and execute shape the lives of team members, colleagues, direct reports, customers, suppliers, and the communities in which you operate and live. Unfortunately, the majority of leaders are unaware of how stress, multitasking, and overtaxed brains trigger poor decisions, thinking, and outcomes. This book will help readers become more cognizant of when stress is triggering them toward poor decision making. It will also help leaders become more aware of the many benefits that mindfulness practices will bring to their decision-making and thinking capabilities. WHAT I DO I help companies turn good managers into GREAT LEADERS using development workshops and coaching services while bringing the best practices of Fortune 500 leadership training programs into your organization without Fortune 500 costs. WHO I WORK WITH: I help local, regional, national, and international organizations that are in need of leadership development, training, and coaching. I have extensive experience in financial services, petroleum, manufacturing, and high-tech industries. WHY IT WORKS: Having trained over 10,000 leaders in the U.S., Canada, Asia, Australia, Africa, Europe, and the Persian Gulf,. I bring a unique mixture of cross-cultural experience and knowledge into my leadership coaching, training programs, and keynote speeches. WHAT OTHERS SAY:   “I’ve had the pleasure of seeing Steven speak at several major conferences over the years and he brings both energy and valuable new insights to his audiences. I was delighted to have him accept our invitation to speak at our Financial Times sales team regional meeting. He is equally good with small audiences and groups as he is with larger ones.” Deirdre Ball - Investment Strategy and Marketing Consultant, Singapore "Steven Howard is a very effective instructor. It was clear he has years of experience and was able to answer any question and help with any scenario we asked. Steven is highly effective both because his teaching style is engaging on a high level and because the depth of knowledge and experience he brings to the class." Team Lead Supervisor, Oil & Gas Industry READY TO TALK? Message me on LinkedIn, email me at steven@calienteleadership.com or schedule a quick 15-minute call to discuss your needs, with no obligation. EXPERTISE: Global Leadership Development / 1:1 coaching / workshops / bespoke course development / training programs / facilitation / leading teams / leadership pipeline strategies / train-the-trainer / keynote speaker / conference workshops / award-winning author STEVEN HOWARD steven@calienteleadership.com 760-835-7870 Palm Springs — “Too many decisions are made by leaders and employees impacted by stress, overloaded brains,

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Innovators, doers, brilliant minds, and subject experts interviewed by host Ed Cohen, in a concise, conversational format.

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