How to Align Global Mobility with Leadership Development Goals

Understanding global mobility and leadership development 

One of the most expensive ways to lead a satellite office of your business in a low-cost country is to hire an experienced leader from a high-cost country, provide them with an enhanced expat package, and send them on an open-ended contract. Yet, businesses have followed this model for years. Global mobility has survived countless cost-cutting initiatives and talent reviews, not just because there is a lack of local talent but because it remains a key lever for business growth and leadership development. 

However, if global mobility is not strategically aligned with leadership development goals, it can result in wasted resources, unclear objectives, and missed opportunities for leadership growth. To maximize the impact of international assignments, organizations must ensure that mobility programs are designed to develop the leaders they need for the future. 

The business case for aligning global mobility and leadership development 

According to Korn Ferry, one of the biggest trends in talent programs is a 'razor-sharp focus' on skills-based hiring: 

“In most cases, critical skills are the ones that help a business transform, innovate, or grow. They can’t operate in a bubble, so companies need a full range of skills to perform and succeed.” 

Leadership development should follow the same logic. Expecting a business to grow by hiring or developing people with the same backgrounds, experiences, and skills may lead to stagnation. Global mobility, when used strategically, can be a powerful tool for leadership development by exposing leaders to diverse perspectives, business environments, and challenges. However, achieving this requires effective coordination between business operations, talent management, and global mobility teams. 

Too often, these teams work in silos. The sending unit has its own goals, the receiving unit has different expectations, the talent team focuses on career growth, and the mobility team prioritizes cost and compliance. Without alignment, international assignments may fail to deliver meaningful leadership development outcomes. And your expensive talent becomes disillusioned and either leaves to find success, or stays but without fulfilling their potential. 

A framework for aligning global mobility with leadership development 

To ensure that international assignments support leadership development, organizations should take a structured approach: 

1.   Identify Leadership Gaps and Needs

• What leadership skills does the company need to develop in the next 3-5 years?

• How do international assignments help develop these skills?

• Which leadership competencies (e.g., cultural agility, adaptability, strategic thinking) can be strengthened through global experiences?

2.   Define the Role of Mobility in Leadership Growth 

• What types of global assignments foster leadership development? (e.g., short-term projects, long-term placements, virtual global teams)
  

• How do these assignments prepare leaders for future roles? 
  

• How can mobility programs be structured to maximize leadership learning? 

3.   Set Clear, Measurable Objectives 

• Use the SMART framework (Specific, Measurable, Achievable, Relevant, Time-limited) to define business and personal goals for each assignment.

• Ensure all key stakeholders—sending unit, receiving unit, talent team, global mobility team, and the assignee—agree on expectations.

• Establish leadership KPIs such as cross-cultural effectiveness, global business acumen, and strategic decision-making.
  

As the Prussian General von Moltke wrote in 1871, "No plan survives first contact with the enemy." The same applies to global mobility assignments. Change is constant, and organizations must be prepared to adapt leadership goals as circumstances evolve. 

• Establish regular check-ins to assess progress and adjust expectations.

• Apply the FAST framework (Frequently talked about, Ambitious, Specific, Transparent) to keep leadership development goals dynamic and relevant. 

• Ensure feedback is two-way—the assignee's perspective is crucial in understanding the impact of global mobility on leadership development.

Measuring Success: Tracking leadership development through global assignments 

To justify investment in global mobility and ensure it delivers leadership value, organizations must track progress and measure success: 

• Competency Development: Evaluate how international experience has enhanced leadership skills such as adaptability, decision-making, and cultural intelligence. 

• Career Progression: Track whether assignees move into leadership roles post-assignment.

• Business Impact: Assess whether the assignment contributed to business transformation, innovation, or growth.
  
  

Taking action 

Global mobility is more than just a logistical function—it is a strategic tool for leadership development. However, its success depends on clear alignment with talent strategies and business objectives. By explicitly defining expectations, setting measurable goals, and maintaining flexibility, organizations can ensure that their global mobility programs cultivate the leaders they need for the future. 

Key Takeaways: 

• Clearly define how global mobility supports leadership development.

• Ensure alignment among business operations, talent management, and mobility teams.

•  Set SMART and FAST goals to guide international assignments. 

• Regularly track progress and adjust as needed.

• Incorporate continuous feedback from all stakeholders, especially assignees.

By embedding these principles, businesses can transform global mobility from a costly necessity into a strategic leadership development powerhouse. 

With more than 30 years of experience supporting over one million people globally, we are committed to driving meaningful change.