How can you use a career management framework across cultures?

2 How to assess your cultural competence

Before you use a career management framework across cultures, you need to assess your own level of cultural competence, which is the ability to interact effectively and appropriately with people from different cultural backgrounds. You can use various tools and models to measure your cultural competence, such as the Intercultural Development Inventory (IDI), the Cultural Intelligence Scale (CQ), or the Global Competencies Inventory (GCI). These tools can help you identify your strengths and areas for improvement, as well as provide you with feedback and recommendations on how to enhance your cultural competence.

3 How to adapt your career goals

One of the key elements of a career management framework is setting SMART (specific, measurable, achievable, relevant, and time-bound) goals that align with your vision, values, and interests. However, when you work across cultures, you may need to adapt your goals to different cultural contexts, such as the degree of individualism or collectivism, the level of uncertainty avoidance or tolerance, the orientation toward short-term or long-term outcomes, and the expectations and norms of performance and feedback. You can use tools such as the Hofstede Insights Country Comparison or the GlobeSmart Profile to compare and contrast your own and others' cultural dimensions, and to adjust your goals accordingly.

4 How to develop your career skills

Another essential component of a career management framework is developing the skills and competencies that are relevant and valuable for your current and future roles. However, when you work across cultures, you may need to develop not only technical and functional skills, but also intercultural and global skills, such as cultural awareness, communication, collaboration, adaptability, and problem-solving. You can use various methods and resources to develop your career skills across cultures, such as taking online courses, reading books and articles, joining professional networks and communities, seeking mentors and coaches, and participating in cross-cultural projects and assignments.

5 How to evaluate your career progress

The final element of a career management framework is evaluating your progress and achievements, and identifying the gaps and opportunities for further improvement and growth. However, when you work across cultures, you may need to evaluate your progress and achievements from different perspectives and criteria, such as the quality and quantity of your outputs, the impact and value of your contributions, the satisfaction and feedback of your stakeholders, and the alignment and fit of your roles and responsibilities. You can use tools such as the Career Satisfaction Scale, the Career Anchors Inventory, or the Career Values Card Sort to assess your career progress and satisfaction across cultures, and to determine your next steps and actions.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?