Global is everywhere today.  You can hardly turn on the news or read an op-ed without hearing how our world is growing more crowded and interconnected.  Yet I was dismayed to read a troubling piece in Sunday’s New York Times about foreign language suffering cuts yet again in elementary schools around the country this fall.  In this day and age, American students need second language skills to keep pace with globalization and the competition rising from the super economies of China, India, Brazil, Mexico and Russia. 

Take, for example, the streams of recent American college graduates who could not land a job in the U.S. and so, in order to escape hard times at home, headed to China to find work.   Graduates with some Mandarin skills will fare better than those without; most likely all will learn while they are there.  If and when these students return to the U.S., future employers will appreciate their ability to work cross-culturally, to understand aspects of Chinese business and language, and will -- if history is any indicator -- reward them with faster promotions and greater responsibility.  Companies understand the value of global education.

In the global financial crisis, Americans learned that – for the first time – the so-called developing world surged past the developed world in its share of global productivity; Americans are learning that we can no longer afford to ignore China, Russia, India or Brazil.  When today’s kids grow up, they are as likely to be competing for jobs in and with people from Beijing or Brasilia or Bangalore as from Boston or Baton Rouge.   In our ever-shrinking world, global experience will continue to move from “nice” to “must-have” for career success.     

At stake is nothing less than our ability to compete successfully in the raw global arena, and one of the deciding factors will be American professionals’ ability to speak strategic foreign languages.  

However, because studies show that language learning comes more easily to those whose brains are still in the development phase – up until roughly 12 or 13 years of age – when we cut language programs from elementary schools, we are inhibiting bilingualism in future adults.  We comfort ourselves with the unrealistic expectation that students will learn in high school or college. But that is unlikely to happen due to the increased difficulty in language learning as we get older.  Arguably, bold and innovative new methods of teaching foreign language are needed now more than ever – and instituted in schools as early as kindergarten. 

Moreover, cultural knowledge and understanding (gestures, choice of vocabulary) need to be married to actual language acquisition in a systematic way. Having native speakers with different world views as teachers allows children to acquire their language skills accompanied by enhanced levels of cultural, political and historical context.  School districts need help in rising to this new challenge. 

 Yet despite the need, our foreign language skills have decreased precipitously.  Perhaps this is because the time commitments required to achieve and retain a high level of skill, weighed against expected use and the widespread perception that foreign language skills are not really necessary – do not favor language learning in school. Until this situation changes, it will be very difficult to radically alter our foreign language education system.

The United States must act boldly, and all sectors of society must participate lest we lose our competitive edge in the international marketplace. While multi-million dollar government grants continue to be issued to school districts interested in pursuing language curriculum, the current economic crisis does not bode well for growing these programs nor enabling schools to stretch beyond their basic needs. Businesses must continue to embrace international operations through expansion and operations abroad, but simultaneously through language and cultural acquisition.  Universities and colleges must emphasize internationalism, including playing a leadership role in achieving language proficiency – which begins before students arrive on campus. 

The stakes for our children are high, and rising.  Americans must fight for the need to keep foreign language in the budget as a critical component to our children’s success.  Knowledge of and appreciation for another language and culture will help our children grow up ready for a complex and multi-cultural global economy.  If we are to continue to prosper as a country, our children must become global citizens: open-minded, bilingual kids ready to see global interconnectedness as both opportunity and welcome challenge.   Learning a second language is an integral part of this cross-cultural sophistication.

As originally appeared on Huffington Post.com:
http://www.huffingtonpost.com/stacie-nevadomski-berdan/no-more-cuts-keep-foreign_b_285172.html

According to a piece on the BBC recently, nearly 60% of black and African people living in Russia's capital Moscow have been physically assaulted in racially motivated attacks, says a new study by the Moscow Protestant Chaplaincy is an English-speaking interdenominational Christian congregation that has ministered to Moscow's foreign community since 1962.  See the full story here:

http://news.bbc.co.uk/2/hi/europe/8230158.stm

In the Forbes, Aug. 19, issue, there is a great interview with Irene Rosenfeld, CEO of Kraft, who recently helped steer the company into a second-quarter earnings report that beat expectations. Rosenfeld tells Forbes that she considers getting the right people in the right job has been her biggest challenge. Asked for her prediction of when more women will be put in CEO roles, she said: "I can't comment on whether we will see more women, but I certainly believe that there is enough evidence that increased diversity of leaders can be quite successful in delivering on shareholder value, and I feel good about the evidence and the progress that has been made there."

Check out the entire piece on these outstanding business leader at: http://www.forbes.com/2009/08/18/kraft-leadership-management-forbes-woman-power-women-09-irene-rosenfeld.html

On August 13 at 8:00 am, Perry Yeatman, Senior VP Corporate Affairs, Kraft Foods will present a conversation on "your career, your terms" a discussion on the broad things women can do to have the career and life of their dreams. It's less about "magic" answers and more about pragmatic, realistic advice. 

Journeywoman, an online resource for traveling women, has a great piece this month on being a woman in Japan.  Its author, a Brit who moved to Tokyo in 2001, provides helpful information on being a woman in this often misunderstood culture.  Check it out here:
http://www.journeywoman.com/gfc/20ThingsWomenShouldKnowAboutTokyo.htm

Enjoy!

Best Countries for Business

Forbes Magazine has published its annual Best Countries for Business ranking. For the second straight year Denmark has taken the No.1 spot.

Best Countries for Business:
1. Denmark
2. USA
3. Canada
4. Singapore
5. New Zealand
6. United Kingdom
7. Sweden
8. Australia
9. Hong Kong
10. Norway

Forbes analyzed business climates in each of 127 national economies, focusing on degrees of trade freedom, monetary freedom like the right to participate in free and fair elections, or freedom of expression and organization.

The Criteria

• Trade Freedom
• Monetary Freedom
• Property Rights
• Innovation
• Technology
• Red Tape
• Investor Protection
• Corruption
• Personal Freedom
• Tax Burden
• Market Performance

Interest piece on integrated leadership vis-a-vis gender issues. Ginny makes some interesting points about the importance of a balanced masculine/feminine 

Success On Your Own Terms Newsletter Volume #56 March 2009 Revisiting Gender Issues: Integrated Leadership March is Women's History month so I feel compelled to write about women in this newsletter, while emphasizing once again that the best leader is one who is integrated and balanced, drawing from both the masculine and the feminine. Last year I wrote about gender differences in the brain and last month I spoke on Neuroleadership at the New England Human Resources Association's (NEHRA) Conference Series. Here are a couple of nuggets about the brain and our biology that are critical for us to understand. I'm presenting them again here to ground the rest of this article: Women have more estrogen hormones (which some researchers call "the social harmonizing hormone") than men and 30 percent more serotonin, which is a neurotransmitter that provides a sense of calm and controls aggressive impulses. Women are also more influenced by oxytocin, another hormone that drives a desire for connection. Studies show that women, more than men, tend to seek equity and an even playing field. Research also indicates that women reduce stress by coming together and talking through their issues with others; rather than "fight or flight," they "flock." Men have 10 to 100 times more testosterone than women. Testosterone is a fast-acting, aggressive hormone. The higher the level of testosterone a man has, the more desire he has to win the game and gain power through personal strength, whether it's physical or intellectual. The greater the level of testosterone, the less interest there is in social relationships or social consequences beyond winning. Jean Shinoda Bolen, MD, a noted psychiatrist who has written extensively on women and an activist for the UN 5th World Conference on Women, recently wrote a powerful newsletter article "Oxytocin Antidote," which eloquently captured some of the ideas that I talk about in my neuroleadership workshops. I don't usually quote someone else so extensively in my newsletter, but I thought her message was so on point that I wanted to make sure you had the opportunity to read it. She describes what happens when we operate without balance between the masculine and the feminine. Here is a portion of her article: "What we think of as masculine and feminine qualities are innate human qualities that when allowed to develop in men and women result in psychologically whole people. In patriarchal societies where men rule through their ability to dominate other men, men fear being humiliated. Dominator values emerge early in boyhood, suppressing tender-heartedness. To have empathy becomes a handicap. "Under stress, men and women respond differently. Women such as those that ended the conflict in Liberia, who are in a risky situation together, bond with each other as women do through talking about the situation, sharing ideas and feelings. Physiologically, there is an increase in oxytocin - the maternal or bonding hormone that reduces stress, increases trust, and is enhanced by estrogen. Men respond to stress with an increase in adrenaline that is enhanced by testosterone. "Ongoing civil wars and conflicts, like gang wars in the neighborhood, are usually led by men who seek power and control, who are driven by fear of humiliation or fantasies of retaliation. The fate of the neighborhood or the world is then in the hands of psychologically adolescent, high adrenaline-testosterone men, who avoid any identification with weakness and aren't able to feel compassion. "The oxytocin antidote to this is the power of women who come together to keep the children safe, who can draw upon "enough is enough" mother-bear energy and work for peace when men do not see anyway out of the conflict. ... The Secretary-Generals of the United Nations, current and past, have been men with well-developed masculine and feminine qualities as have all leaders with wisdom, compassion, maturity and moral authority. "That more oxytocin and less testosterone could have prevented the global financial crisis - attributed to risk-taking, competitive bankers and security traders - was seriously discussed at the World Economic Forum in Davos. The speculation was that the problem on Wall Street wasn't sub-prime mortgages but elevated testosterone, and that if the firm had been Lehman Brothers and Sisters, instead of Lehman Brothers, this would be a different story." Both estrogen and testosterone are beneficial and necessary. Hormones are only one variable in a host of variables that influence behavior. It is the interplay of nature and nurture that shapes who we are, but we must continue to examine and understand how all these variables work together in order to achieve better leadership performance, better business results, and a better, more fulfilling life for all of us. Moreover, we must continue to support the advancement of women to the highest levels of leadership within organizations and a key way to do that is to change the system so that it rewards feminine values of equity, collaboration and connection. For more information on Dr. Bolen go to www.jeanbolen.com. For more information on the 5th Women's World Conference go to www.5wcw.org. Copyright © 2009 Ginny O'Brien All Rights When you forward the newsletter to your friends and colleagues, please keep it intact with copyright and contact information. You can be added or removed from the list at any time by using the links at the end of this message. THANKS! Ginny O'Brien, MS, PCC To order Coaching Yourself to Leadership contact www.amazon.com or www.hrdpress.com Or contact me directly at ginny@columbiaconsult.com Coaching Yourself To Leadership (HRDPress, 2006) IBSN# 0-87425-869-3 $19.95 More About Our Services Visit ColumbiaConsult.com Join our mailing list! email: ginny@columbiaconsult.com phone: 781-631-9765 web: http://rs6.net/tn.jsp?et=1102507455104&e=001oUibbpgOtfG--REOc1Dui2X4Bc-I8qC0TtrTXUyElKSoSk0tSGmGHzsrtnyWWMHV-bJ1jBxB8Bk8mMHZvmWP9f5LkAkpziZvPXx7okC68_4sXgy77A9ZSw==

It's being called the ultimate outsourcing: Americans looking for jobs overseas. With IBM's recent announcement of Project Match -- in which the company actively encourages employees to take their pink slips and apply for jobs in China, India and Brazil -- more companies are sure to follow suit. 
    Some people are outraged. Some are scared. Others who understand the value are supportive. To be sure, today's current economic climate is a serious force to be reckoned with. But rather than curse the storm clouds overhead, American workers would be well-advised to see this challenging moment as an opportunity to reap the rewards that others have for decades: By looking beyond their own borders to gain valuable experience overseas. 
    Make no mistake about it: American intellectual capital is still considered some of the best in the world, which is why IBM and other companies are willing to incur the expense of sending their people overseas. Those that accept will be rewarded with more than just a roof over their head and a weekly paycheck. The extraordinary personal and professional growth that takes place when living in a foreign culture can be cashed in on future career opportunities -- like when the U.S. economy rebounds and companies need employees who can operate effectively in the international marketplace. When that happy day finally comes, those who have proven that they know how to work across cultures will be prized commodities. 
    And working abroad does not only mean working for American companies. There are hundreds of large, foreign companies that offer tremendous opportunities. This role reversal may seem scary, but it reflects the future of global commerce. Now is not the time to be afraid of the global marketplace but to embrace it. 
    Yet picking up and moving yourself and your family to a strange new land is a daunting proposition. Americans must be able to adapt to succeed and, with a bit of caution and a lot of research, many will take the deep dive. 
    And yes, you can do it even if you're married -- I was -- and have children. And trust me, you'll be doing your children a favor: by the time they enter the workforce, a global mindset will be expected. 
    Last but certainly not least, living overseas can be fun, interesting and exciting.
    So if your employer offers you the opportunity to work abroad, be it as part of a promotion or an "or else" proposition, think twice before you say "no." Not only might it be the best offer you're going to get -- it's probably a whole lot better an offer than you think it is. And who knows? It just might be the best career move you ever made.

Originally appeared on Huffington Post:
http://www.huffingtonpost.com/stacie-nevadomski-berdan/ultimate-outsourcing-amer_b_168559.html

The Expert: Stacie Nevadomski Berdan, international careers expert and co-author of Get Ahead By Going Abroad: A Woman’s Guide to Fast-Track Career Success (HarperCollins, 2007). 

The Issue: Employers are drawn to the curiosity—and “the ability to enjoy risk”—that compel college students to study abroad.

In a recent article you wrote about employers’ views of study abroad, you said the following: “What do companies value most in the study abroad experience? Interestingly, they are attracted to evidence of curiosity within global-minded applicants.”  What do you mean? 
In the research I conducted for Get Ahead By Going Abroad, several traits emerged as  critical to successfully working across cultures. Curiosity and openmindedness rank in the top five among professionals who have lived and worked overseas, and among companies that employ and appreciate these internationalists. Curious, open-minded individuals enjoy the overseas experience for its breadth of newness and for the sheer joy of operating in an environment that is outside their comfort zone. Dealing with differences in culture as well as in infrastructure—be it while taking classes in a second language or figuring out local transportation—requires the ability to enjoy risk and the spirit of adventure. The world economy is in flux but one thing is certain: Globalization is here to stay. Companies recognize that they need workers who not only understand international business but can also operate successfully— thrive, really—in cross-cultural situations.

How can college students who have studied abroad best market that experience to prospective employers?
Students should be able to explain to potential employers their purpose in choosing the country they selected, demonstrate what they learned, and describe how they can apply their experiences to a position. In addition, where a student studies increasingly matters to companies. Branching out beyond the typical Western European countries and into China, Brazil, Russia, or India signals an enhanced awareness of growing global economies—and a link to the places most companies are expanding. Moreover, these nontraditional destinations often offer more-challenging situations, intensifying the learning.

What can Campus Career Counselor readers do to address with their students/grads the issues you’ve raised here? Encourage students to study abroad in developing markets and growing economies. Advise them to research where the hot markets for future growth are within their fields.  Emphasize foreign language proficiency as an element of future career uccess. It’s a big resume booster for those international companies looking to place workers abroad, because they appreciate that language skills go beyond verbal communication and into broader cultural awareness and understanding. Finally, bring experts to campus to advise students on the complex—and sometimes daunting—world of working and living overseas. Professionals who have done it themselves can share relevant, reallife examples, satisfying hundreds of questions on students’ minds.

Originally appeared in Campus Career Counselor January 2009