With the demands of the ever-increasing global economy, it’s important to understand just how ready your workforce is to meet those challenges. You might think you have a handle on your employees’ skills in the area of global readiness, but perhaps you aren’t receiving the right information.
Our new report, Driving Global Readiness: A Road Map, relays the story of the president of the Kendall-Jackson vineyard finding out during the filming of Undercover Boss that his workers don’t fully understand English. He had no idea because senior management is often not involved in matters of language learning and cultural competency.
That’s why we developed the Global Readiness Toolkit. It helps management take a systematic approach to assessing their workforce’s abilities in this multicultural and multilingual economy and then take action. Let’s take a look at the materials included in the toolkit in the order in which we feel they should be used.
Tool 1: Global Readiness Talent Survey
First, take a holistic view of your company’s medium- and long-term goals in regards to domestic multilingual needs and/or global expansion. Which languages and cultures facilitate those goals? Once that’s complete, it’s time for the Global Readiness Talent Survey.
The Survey is a short (12 question) exercise for employees to take stock of their own cultural competency and report those findings to you. It goes much deeper than just language skills, also asking about cultural knowledge needs that would help them do their jobs better and what impacts they feel from their current lack of knowledge. Although we provide it in document form, it is easily convertible to an online survey with results being tabulated automatically.
Tool 2: Global Readiness Talent Map
Do the goals of the business match with the skills your employees indicated on the survey? Probably not. The Global Readiness Talent Map is a form that fits with the questions of the survey and your business goals, splitting them into a current view and then one, three, and five years into the future.
In short, it takes the goals you’ve set out, the results from the survey, and recommended action items that should be accomplished to bridge those gaps.
This map goes a long way toward generating senior management buy-in for any training needs the organization might need to acquire. It makes it easy to visualize the company’s current capabilities with the organization’s goals in an easy-to-read way.
Tool 3: Global Readiness Development Plan
Finally, once buy-in is committed, it’s time to start organizing the steps the individual employees will need to take in their development using the Global Readiness Development Plan.
It’s not descriptive enough to add “Learn Spanish” as an action item on an existing plan. This template’s purpose is to eliminate the ambiguity of any existing plan template you might use when it comes to cultural competency. The Development Plan template provides the format needed to systematically attack employee development in this field, including the desired skills and how success will be measured.
Completing these steps and utilizing these tools can vastly improve your organization’s progress in moving towards global competency, shortening the time it takes for your company to be able to compete on a global scale.
To see the Global Readiness Toolkit for yourself, click this link. Or to get a full walk-through, watch the recorded webinar where HR.com’s David Creelman and Rosetta Stone’s Sheerin Vesin examine how to use this toolkit step by step.