Plug in, Ponder or Pause? Dealing with Major Disruptions to Our Work

In 2019, I was fortunate enough to receive funding from IESE’s High Impact research initiative to study how global professionals manage their work. So I teamed up with Maïlys George as both of us have been fascinated by cross-cultural experiences, and especially how individuals manage their work and nonwork lives across borders. Our focus was […]

Latest Global Mobility Trends

Over recent years I have talked about several megatrends and globally impactful changes in this blog: Brexit and Trump are shaking the geopolitical landscape and spreading protectionist tendencies; automation changes the world of work; the migration crisis and climate change stand as ongoing global issues; Europe foresees challenges of an aging population, while Chinese citizens […]

Expat-preneurs: A New Type of Global Employees

Within the global workforce exist a whole range of international work experiences. When referring to expatriation, we are speaking about traditional company-initiated expats, who are sent abroad for either shorter or longer periods of time. That is a very simplistic distinction though, as the landscape of company-initiated assignments is constantly changing, producing an increasing variety […]


Global Workforce Migration Outlook for 2013: Off to Even More Surprising Destinations?

‘UK to Botswana’, ‘Greece to Australia’, ‘Ireland to UAE’, and ‘Portugal to Mozambique’ – the four stories from the latest Guardian article illustrate European migrants fleeing the continuous recession. Indeed, ‘the great escape’ of Europeans from economic crisis, especially to emerging economies around the world, is expected to continue in 2013. While already quite pronounced […]


2012 Global Workforce Study gives wake-up call: Organizations are in need of sustainable engagement

Over the last decade engagement has become a corporate buzzword, aiming at the goal of making employees to ‘go that extra mile’. However, the recent Global Workforce Study shows that the actions taken by organizations seem to be falling short, as just 35% of the 32,000 survey respondents indicated to be highly engaged. These numbers call for extra effort on developing sustainable engagement within organizations.