【英语生活】你应该到国外工作吗？

If there were any doubters before, the Great Recession has proven that the economy is global with one interdependent labor pool. As a result, the job of a leader has never been more complex, and international expertise is now a prerequisite for most chief executive officer appointments today.

Yet, the dearth of executives who possess a global mindset and deep understanding of business cultures world-wide poses a critical challenge for companies looking for people to help them succeed in a tough economic landscape.

Seeking an overseas assignment as a way to achieve your long-term career aspirations can be a wise move if you are realistic and clear about the specific contributions you can make to the organization's foreign operations. On the other hand, it might not be prudent to leave home if you can better contribute by staying put.

Before you look for an overseas position, know your abilities and limitations and be honest about your motivations for wanting to leave. If you are looking at positions abroad as a short-term solution to the lack of possibilities at home, you may struggle to make yourself relevant and will face considerable competition from local talent.

Besides, moving abroad isn't the only way to lay the groundwork for global experience. While at home, you can build relationships with colleagues overseas to understand their needs and help lead projects that impact other territories.

This can hone your skills in working globally and help you build a case for being posted abroad. Indeed, in many cases, you will need to do this kind of cross-border work to evaluate whether you have the leadership qualities required for top roles in diverse and uncertain environments where cultural savvy, curiosity and a rigorous work ethic are required.

When assessing your skill-set, look at where the demand is. The fast-growing 'BRIC' economies -- which include Brazil, Russia, India and China -- are expected to account for a larger share of the world's output as the recession ends, and the Asia-Pacific region still holds promise, with China, Hong Kong and Singapore remaining the top picks for expatriates.

Realize also that in response to the financial crisis, a number of organizations have downgraded their expatriate packages for all but the most senior hires.

For example, in many cases organizations now share responsibility for housing and schooling costs with executives. While these and other items such as annual leave can be negotiated, make sure that your base salary and bonus reflect industry norms.

Other considerations include the age of your children and parents, how well you will be able to keep contact with your professional network at home and the job security of your role overseas.

If you have accepted a position overseas, you should be able to show you have made a measurable impact within two to three years, or the assignment won't be the resume builder you want it to be. To tip the balance in your favor:

-- Learn about the culture or ask for cultural immersion coaching to understand the country in which you will be based.

-- Evaluate your company's global, regional and local strategies and ensure that you are empowered to manage expectations about what it will take to meet the company's goals.

-- Research the country's social life to ensure that your family will be able to adapt to the new country.

-- Have an agreement with your company about how this assignment will further your career and set the terms of your repatriation when the assignment ends.

-- Formulate a succession plan and ways to develop leaders who will allow your firm to eventually localize its management team.

Once you are on the ground, be open to the idea of staying longer than the initial contract term. While the recommended minimum period to stay abroad is two years, over time you may find that your personal development, professional impact and quality of life are substantially higher away from home.

But, if you are positive that you intend to return home, it is important to do so within five years to avoid losing touch with the business environment at home.

Review that plan if additional international assignments or extensions present themselves along the way.

Keep abreast of developments in your home country and find ways to remain connected to your professional network, possibly through industry bodies, charitable associations or the Web.

The dynamic nature of global business requires equally dynamic leadership, not only to guide organizations out of the recession but also to propel them toward a sustainable level of peak performance.

Contributing to the next wave of prosperity by applying your skills in new markets can be more than worth the risk and ultimately will position you for elite management roles and an enriching lifestyle where both your purse and perspectives expand.

Michael Bekins

Michael Bekins is managing director of Korn/Ferry International Hong Kong and leader of the firm's Asia Pacific technology market. An American national, he has lived and worked in Australia, Hong Kong, London, Los Angeles, Malaysia, Singapore and Tokyo.

如果说以前还有任何心存怀疑者的话，那么这次经济大萧条已经证明，经济是全球性的，而全球的劳动力资源既相互融合、又彼此依赖。因此，领导者的职责从来没有如此复杂，而国际专长是现在确定多数首席执行长时所需要考虑的必备条件。

然而，拥有全球思维且深入了解世界各地商务文化的管理人员匮乏，这对希望招纳人才，借助他们的能力在困难经济形势下取得成功的企业提出了一个严峻挑战。

如果你对自己能为企业的海外业务做出的具体贡献有现实明确的认识，那么寻求去海外工作作为实现长期职业抱负的方法就是明智的举动。另一方面，如果你留在国内能做出更大贡献的话，那么出国就可能有失谨慎。

在你寻求去国外任职之前，应该先了解自身的能力和不足，并诚实地面对你希望出国的动机。如果你将国外的职位视为在本国缺少机会的短期解决方法，那么你可能得努力表现出自己的价值，并将面临来自当地人才的激烈竞争。

此外，出国并不是为获得全球经验奠定基础的唯一方法。在国内时，你可以和国外的同事建立关系，以了解他们的需求，并帮助管理影响其它地区的项目。

这可以磨练你的全球工作技能，并帮你为到国外任职打下基础。实际上，在许多情况下，你都需要做这种跨国工作，以评估你是否具备在需要文化认知、求知欲和严谨职业道德的多元化、不确定的环境中担任领导职位所需的领导素质。

当评估你的技能组合时，应该考察哪里有需求。随着经济衰退的结束，预计快速发展中的“金砖四国”──包括巴西、俄罗斯、印度和中国──将占据更多的全球产出份额，亚太地区仍然是希望所在，其中，中国内地、香港和新加坡仍是外籍人才的热门选择。

还应该认识到，为了应对金融危机，许多企业已经对最高层雇员以外的全部外派员工实行降薪。

例如，现在在许多情况下，企业都与主管人员共担住房与教育费用。尽管这些问题和年假等其它问题是可以协商的，但要确保你的基础工资和奖金能体现行业标准。

其它考虑因素包括子女和父母的年龄，与国内专业圈保持联络的能力以及国外职位的稳定性。

如果你接受了某个国外职位，那么你应能证明你能在两、三年内展现出明显的影响力，否则这项工作将不会如你所愿为简历添彩。为了在事业上取得有利突破，你需要：

──了解你将派驻的国家的文化，或要求接受文化培训。

──评估你所在公司的全球战略、地区战略和本地战略，并确保你有能力应对在实现公司目标方面的期望值。

──研究该国的社会生活，以确保你的家人能适应新国家的生活环境。

──和你的公司就该项派驻工作将如何推进你的事业发展达成协议，并确定在派驻工作结束时调回国内的条件。

──制定继任计划和培养领导者的方法，使你的企业最终实现管理团队本地化。

一旦你踏上异国的土地，就应该做好比最初合同条款规定的时间待得更久的准备。尽管派驻国外的建议最短期限为两年，但你会逐渐发现，你的个人发展、职业影响和生活质量都比在国内时有明显提升。

但是，如果你确信自己打算回国，那么在五年内采取以上措施，以避免和国内商务环境失去联系就很重要。

如果中途接到其他国际工作安排或在国外工作的期限延长，那么就应该重新审视这份计划。

了解本国的最新发展情况，并找到与你所在的专业圈保持联系的方法，其途径可能是通过行业组织、慈善协会或网络。

全球商业的变化性质要求同样具有变化的领导力，不只是引领企业走出经济萧条，还要推动企业实现可持续的最佳业绩水平。

通过在新的市场中施展你的技能，为下一波繁荣做出贡献，为此冒风险不仅值得，而且最终将助你迈入精英管理阶层，并令你的财力和眼界都得以扩展，从而丰富你的生活方式。

Michael Bekins

（编者按：迈克尔•贝金斯（Michael Bekins）是光辉国际（香港）（Korn/Ferry International Hong Kong）的常务董事和该公司的亚太技术市场负责人。作为一名美国公民，他曾在澳大利亚、香港、伦敦、洛杉矶、马来西亚、新加坡和东京生活和工作。）