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Ed Cohen

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MEET 

Elisabeth Constantin, founder/ceo,

ABREO Career Services


Realtor/Relocation Director,  Gayle Glew

 

Consulting on Business Management: Grant Writing, Engagement techniques

Ken Somers and Bryan Tamburino

MEXICO-tvtalkshow

Corporate Employee Relocations,

Immigration Management, and

…destination for investment, retirement, remote

International Lifestyle expert consultant

EMILY BRON.com

Premier US provider of on-site crating / specialty relocation services.

Key verticals: Retail, Hospitality, Healthcare
Visit us  www.relosolutionsgroup.com

LIZ ESPIN STERN

Partner and Head, Global Mobility & Migration Practice  

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Global People Solutions providing a pathway… Navigating thru the Transformational Era we find ourselves living in today… where companies moving people across borders requires fluidity combined with agility


Danny Langloss
Danny Langloss helps companies create winning cultures and championship teams by unleashing
the X Factor of Purpose-Driven Ownership
across all levels of the organization

Keynote Speaker > Dixon City Manager > Police Chief (Ret.) 

Empowerment is all about creating an environment where our team members can shatter their glass ceiling.”

– Danny Langloss



Why do we put limitations on ourselves?

Why do we get in our own way?

Why do we worry so much about failure?

Why do we care so much about what other people think?

Why do we struggle to see the bigger picture when it comes to our full potential?

As human beings, the toughest battle we will ever face is the battle between our ears.

We are our toughest critics AND when we are our toughest critics, we become fearful that others will see the flaws we see in ourselves.

This can lower or destroy our confidence and stop us from performing at our highest level.

Our natural instinct is to protect ourselves, especially in the work environment.

This is why so many people create low ceilings and tight walls around themselves. They feel this is safe place.

This is why it is so important for leaders to intentionally Empower their team members. The greatest leaders help their people move from the comfort zone to the growth zone.

Great leaders see more in their team members than they see in themselves.

They create environments with high levels of Psychological Safety and Sense of Belonging.

They create an environment for their team member’s confidence to grown

AND

then they empower them to action.

This plays a major role in helping our team members reach their full potential and accomplish their goals.

This helps their team members shatter their low ceilings and knock down these tight walls.

Here are 7 ways to empower our team. When we use all of them, not only will they become empowered, the will become Owners within your organization.

1. Give a Voice
2. Give Responsibility & Authority
3. Assign Meaningful Work
4. Challenge
5. Trust
6. Believe In
7. Appreciate

What would you add?

Follow Danny Langloss for leadership, mindset, motivation content.

#leadership #empathy #psychologicalsafety #empowerment #culture #ownership #dannylangloss #leadershipexcellencepodcast

MEDICAL-TV

Parkinson’s

…better understood by 2 guys who have it

Chicken soup for the soul. Chicken soup for the soul by Jack… | by Shikha G | MediumMARK HANSEN co-author CHICKEN SOUP

talks with  MARK COLO  findneurohelp.org

a Global Human Capital Solutions Corporation

Deborah E. McGee CPA

President and CEO

contact https://www.linkedin.com/in/deborah-e-mcgee-cpa-b88b5020

Outsource to PZI for your relocation management services! We have partnered with the top service providers, taking the burden off your relocating employee to offer you the best ROI.

Learn more today: https://lnkd.in/g_CD7_pY

#pziinternationalconsulting #pzi #relocationmanagement #employeerelocationmanagement

Outsource to PZI for your relocation management services! We have partnered with the top service providers, taking the burden off your relocating employee to offer you the best ROI. Learn more today: https://bit.ly/pziRelocationManagement #pziinternationalconsulting #pzi #relocationmanagement #employeerelocationmanagement

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contact   (+1)619.787.3100    publisher@globalbusiness.media  

Thank You to the team at LinkedIn

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 A blessing! click it, read about


During 1980, I relo’d myself, the business USBOUND™ , +family

from Boston to LA, adjacent to CenturyCity. 

Professional Relocation Guide developed / published for employers to use as a recruitment tool and “send out” to people considering a relo.

It became the official Newcomers Guide- LA Chamber of Commerce 80’s+early 90’s. LA Chamber partnered with us to produce #1 corporate relocation conference in 1984, held at the Chamber’s lunchroom. 

Participants included Apple, Ernst&Young, NorthropGrumman, Chevron, 20thCenturyFox, Paramount Pictures, HughesAircraft, Fluor, Realtors, RMC’s, HHG, Oakwood and other destination service-providers.

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ikigai!

Great stuff!

Thank you for posting…each of your 3 posts of recent days. Ikigai really hits home for me.


“Ed and I go back about 10 years, as I have been fortunate to work at a number of his in person conferences. Ed reinvented his business after COVID struck, and has created a great model to connect people around the world. Ed has the amazing gift of bringing people together to learn, share, and have fun.” 

 — Mark Naidicz  – Currently serves as a Board Director and Advisor in the Human Resources, Education, and Construction services sectors.  Retired as Vice President Human Resources / VPBusiness HR, AbbVie


(Jun7 ’21)  Hi Ed…507 people viewed my LinkedIn … must be due to your (interview) show yesterday. Thanks. Diane DiResta, CSP  (CSP-Certified Speaking Professional) is the speaking profession’s international measure of professional platform skill; held by less than 2% of all speakers world-wide.) www.diresta.com Author- Knockout Presentations

Dr. Nora Gold
Dr. Nora Gold
Publisher & Editor of literary journal Jewish Fiction .net.
Author of three books. Praised by Alice Munro.
Winner of two Canadian Jewish Book/Literary Awards.
Former professor of Social Work. Community activist.

In our busy lives (at work and beyond) there are many demands constantly being made on our attention, but we have only a finite amount of this to give. So the wise thing to do is to invest our mental focus where we can have most control or influence.

 The above infographic depicts 3 circles in our lives:
Circles of Control, Circles of Influence, and Circles of Concern.

 Within your Control are

your thoughts, actions, effort, mindset, and words.


Under your Influence are your colleagues,
team behaviours, company culture, other teams, and success of projects.

And within your circle of Concern are external company factors,

the work of others you don’t interact with,
what goes on outside of work, and unforeseen circumstances.
While it’s totally natural to worry about things beyond our control or influence – we all do this – it is not the best, or most productive, use of our mental focus.
So what steps do you think you can take at work (or in the rest of your life) to redirect your mental focus this week?

Image

World Economic Forum - WEF | Genève internationale

Essential

Skills

Required

SELF MANAGEMENT

WORKING WITH DIVERSE PEOPLE  

SOCIAL INFLUENCE SKILLS

ANALYTICAL THINKING AND INNOVATION

LEARNING AGILITY, ACTIVE LEARNING, LEARNING STRATEGIES

CREATIVE / COMPLEX PROBLEM-SOLVING

CRITICAL THINKING AND ANALYSIS

CREATIVITY, ORIGINALITY, INITIATIVE

EMOTIONAL INTELLIGENCE

TECH USE, MONITORING AND CONTROL

TECH DESIGN AND PROGRAMING

RESILIENCE, STRESS TOLERANCE, FLEXIBILITY

REASONING, PROBLEM-SOLVING, IDEATION


Acknowledgment: World Economic ForumFuture of Jobs Report 2020;

#industry40 #futureofwork #chro #futureskills

introducing you to  TINEKE 

Business Accelerator, Speaker, Trainer

lead v manage?

become an inspired/connected leader

be vulnerable?

www.PowerfulBusinessWomensClub.com

US/Global Mobility: Jack Jampel 1:1

BRASIL: Employee Mobility

GERMANY: Employee Assistance 

ITALY:  Employee Assistance

is brought to you

and to the world

by

largest oil producers

 
In what ways do you use different feedback appraisals for different situations?

No alt text provided for this image

#innovation #leadership #leaders #coaching #learning #HR #HRBP #CHRO #CEO #CMO #CFO #CIO #culture #engagement #change #ESG #EI #wellness

#infographics Two ‘Easy’ Ways To Deliver Feedback
Author recommends using ‘constructive feedback’ to encourage behavior change; using ‘positive feedback’ to encourage repetition of desired behavior
Source: https://lnkd.in/gE94KQbq

US BOUND

…the world’s products   chart showing the value of u.s. goods imports by state

Visualizing the biggest tech talent hubs in the U.S. and Canada

Dr David Weiss

Dr. David Weiss
President and CEO
Weiss International Ltd
Toronto.
 #HR #HRC #CHRO 

#infographics  Source: @sitwithwhit

Meet Generation Z: The Newest Member to the Workforce

infographic   ZeroCater

The tragedy in Ukraine reminds us

that managing an international workforce

is a huge responsibility and a difficult task to manage.

While managers and international HR teams do not face crises alone and are supported by other specialist teams, they are still dealing with dramatic events and their consequences for international employees.


  OLIVIER MEIER

Principal at Mercer | Helping Companies Go Global

Consulting, Data and Technology to Support Talent Mobility


Perhaps we have been using the concept of employee well-being or employee experience too lightly in the past.

The pandemic has already prompted many companies to go beyond pure rhetoric and develop comprehensive programs to protect the physical, mental, social and financial well-being of their employees.

Tailored support and risk mitigation measures are unfortunately required again as companies are forced to act decisively to support their employees affected by the conflict in Ukraine.

Companies are also reassessing their position in countries affected by sanctions, like Russia or Belarus, as well as monitoring the situation in neighboring countries impacted by the war.

Here are some important things to bear in mind when dealing with emergencies.

Providing Enough

of the

Right Kind of Support

The first step is to make sure that the basics are in place and that the company can rely on a robust network of providers to deal with difficult and emergency situations.

Source: Mercer’s 2020 Worldwide International Assignment Policies and Practices Survey.
*More than one answer possible.

However, insurers and security providers cannot fully replace companies’ in-house teams and their knowledge about employees.

Dealing with human implications and long-term consequences of emergencies remains the responsibility of HR teams.

Companies occasionally ask if they have to consider issues that are covered by insurance in hardship assessments. But insurance does not fully eliminate the hardship — in case of an emergency, expatriates still face risks until they are evacuated or can access treatment in a hospital meeting international standards.

Insurance does not replace a good process managed by the company and does not exonerate companies from paying a hardship allowance.

The same logic goes for security, housing, schooling and practical support.

Employees

Have Varied Needs

In an emergency situation, the initial focus of a company’s response should be ensuring the safety of employees directly at risk.

However, many other employees may be impacted, including, for example, colleagues with family members affected by the war.

They may require different forms of assistance ranging from practical issues such as work flexibility to mental health and financial support.

Other employees might feel anxiety, frustration and the need to do something meaningful — they expect some guidance and suggestions from their organizations.

HR teams might not be aware of these issues, so it is important to reach out to all employees, open the channels of communication, and find out what their specific needs are.

Who and When ….to Evacuate?

Government sites provide recommendations for evacuations, but their guidance is insufficient. Different countries may provide different recommendations for their citizens at different points in time.

Companies with diverse expatriate workforces need a more structured approach and a clearer message.

Whether to evacuate requires consideration regarding who should make the decision to evacuate, who should be evacuated and when — especially in situations like the conflict in Ukraine.

But it is not necessarily safe to assume that the company will evacuate everybody in case of problems.

Source: Mercer’s 2020 Worldwide International Assignment Policies and Practices Survey

Should you only evacuate expatriates — or all employees?

Is it morally acceptable to differentiate? What are the practical implications if everybody has to be evacuated?

Consider locally hired foreigners who do not benefit from a guarantee of repatriation and who were not relocated by the company in the first place.

The company may find itself relocating employees to a third country that is not their home location or repatriating them to a home country that they left long ago and where they don’t have accommodation, a local support network or family left.

Companies have to determine if they are going to evacuate their employees, only the family of the employees or ask their employees to stay as the situation could be under control.

The challenge is to understand the implications of these decisions and what message they send to both expatriates and local employees.

The situation in neighboring countries should also be monitored. The question of evacuation may also apply to countries beyond immediate conflict zones, for example, countries under sanctions like Russia and Belarus.

Giving the option to evacuate or not is leading to another issue — duty of care.

The Concept of

Duty of Care

Should employees be allowed to decide whether or not they want to stay in an area where others are evacuating? The risk is that flexibility and freedom of choice could lead employees to put themselves in harm’s way or delay the decision to leave until it is too late.

The concept of duty of care is not limited to a legal obligation to protect employees — it extends into reputation and moral issues.

In the strict sense, duty of care is about taking all possible steps to ensure the safety, health and well-being of employees.

This is a legal requirement that companies cannot ignore.

The scope of duty of care is wider than many think, and it applies to the family of an employee if the family is relocated to the host location with the employee and sometimes when the family does not live abroad and just visits for a short period of time.

Experienced expatriates might be tempted to decide for themselves. But too much flexibility is a risk that cannot be mitigated by putting disclaimers in employees’ contracts.

Duty of care is a matter of trust and credibility for the company, and it could affect recruiting and retention.

If a problem arises, the impact to the company’s reputation could be significant.

Getting Out of the Country Is Only the First Step

The evacuation will trigger a host of consequences that companies and HR will have to deal with, such as:

  • How to deal with temporary accommodation in the home country or in a third country
  • Managing employees’ physical and mental well-being after a traumatic experience
  • Providing schooling for the expatriate children
  • Ensuring continuity of work for relocated employee (remote working or re-assignment to new tasks)
  • Revising pay and benefits arrangements

Repatriating a couple of employees is not a problem, but when dealing with a large number of employees, these tasks take a completely different dimension and test the resources of HR teams.

Additional Burden Upon Repatriation: Compliance, Tax, and Immigration

HR might also have to deal with new compliance issues.

There are implications of unexpected repatriation or relocation in terms of tax, immigration and compliance — starting with basic ones, like securing visas and registering employees relocated at short notice.

Some of these considerations might seem mundane compared to the risks that employees have been facing, but as time goes on, HR teams and employees will be swamped with paperwork, costing companies and employees time and money.

Not All Companies Are Equal

When Dealing With Emergencies

Large multinationals operating routinely in hardship locations have robust support networks and processes to deal with emergencies. But this may not be the case for other companies with fewer resources, smaller operations on the ground or more limited experience in hardship destinations. In fact, almost 39% of organizations report that they do not have an evacuation policy in place or are still trying to develop one.

Source: Mercer’s 2020 Worldwide International Assignment Policies and Practices Survey

HR teams can reach out to companies operating in the same area to cultivate mutually beneficial support systems. This could involve pooling resources and developing a network to provide a detailed evacuation strategy and ongoing support for assignees and their families.

Making

a Meaningful

Contribution

The image of companies and its “employer brand” are tested in times of crisis. Employees will remember what was done and if their employer was true to its values and promises.

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