Mobility – October 2019 - 64

So, now what? Why not take a lead from some of
the best entrepreneurs in the world, those Etsy sellers
and small business owners, and build your own table?
Holly Clontz, SCRP, GMS-T, global mobility HR
solutions leader from Ingersoll Rand, who did just
that, shares her experiences. "For years, the Global
Mobility Services team at Ingersoll Rand tried everything to be included in the organization's strategic
sessions on talent management. We knew we were
master builders, but no one was buying what we
were constructing, even if we offered it for free. So,
we realized we had to create our own table, our own
talent management forum, and make it so innovative
that everyone would fight to sit with us. We would
become the popular crowd in the cafeteria. It was a
challenge-but totally worth it."
Clontz believes that what a lot of global mobility
managers-and their organizations-may not yet
realize is the way in which they can influence, both
positively and negatively, the goals of the organization. She explains, "Are you trying to grow your
business and need key talent to do so? Your global
mobility team can help you attract them, retain them,
and help them become productive faster. We have
data on the financial impact a relocation has beyond
just the costs to relocate someone-the number of
hours it takes, the number of days spent on a task, all
of which is time away from work, lost productivity,
and the bottom line. But first, your mobility team
must be aligned to the organizational goals and build
a program that supports your company culture. I
can't stress enough how importantly culture impacts
the way in which you manage mobility."

Creating
your own
table
requires
strong
leadership,
and you
must be LEAD SO OTHERS FOLLOW
Now that you've built your own table, your own
ready not talent management forum, you need to give it a fresh
only to lead, look. In other words, you need to establish your
objectives and what innovations will help you accombut to lead plish them. What will the format be? How often will
so others you meet? What is the intention of each meeting?
Creating your own table requires strong leadership,
will follow. and you must be ready not only to lead, but to lead so
others will follow.
Clontz says, "It was important to me that my
company was able to utilize the value that my global
mobility team was adding, so I built the table and
started a 'supper club.' We began by centralizing
the team and then simply changing our name, from
Global Mobility Services to 'Global Talent Mobility
Solutions.' It's a simple enough change, but one that

64 Mobility | October 2019

had a profound impact, by highlighting the fact that
we were there to help the organization solve relocation and talent management challenges. We then
decided to put ourselves out there. We started calling
leaders and asking what problems they needed to
solve. It didn't matter if it was relocation-related; if it
was a people issue, we wanted to help.
"Initially, the invitation to take a seat at our table
was largely ignored. Then gradually, we built a
reputation as the organization's problem solvers
and began to generate results. Our department and
its employees were being asked to become project
leaders for business units across the organization,
including at the senior leadership level. One by one,
our colleagues came, and now I'd say there isn't
enough room around our table for everyone.
"As part of our new approach, we hired Cartus to
help us get real 'voice of the customer' (VOC) feedback, which gathered input from relocating employees, their spouses, Human Resources, business
leaders, and our suppliers. We then implemented
real changes, based on the intelligence we received
from the VOC.
"Finally, we started celebrating our successes and
the projects that we were involved in-successes that
normally remained hidden beyond us. We weren't
used to singing our own praises, but the world
needed to know about our achievements and the
successful talent management forum that we had
created. There really is something to 'if you build it,
they will come.' "

YOUR TABLE IS BUILT. NOW WHAT?

Your table is built, your foundation is ready, and
you've added some chairs-now you need to determine who to invite to sit at the table with you. Who
are the key stakeholders who will help you achieve
your goals? What level of employee would be the
best fit for your new table?
Clontz shares how she determined who to invite to
her "supper club." "Where you are in your journey will determine both who needs to be involved
and how often you need to meet. In times of great
change, weekly meetings may be important to the
decision-makers. I invited some people in the organization who had nothing to do with relocation at all,
like our fleet manager, whose team delivers a niche
service, as well as someone from the communications
team. Then [I added] the usual suspects, including
Compensation & Benefits, Human Resources leads,
suppliers, Finance, etc.



Mobility – October 2019

Table of Contents for the Digital Edition of Mobility – October 2019

Mobility – October 2019 - Cover1
Mobility – October 2019 - Cover2
Mobility – October 2019 - 1
Mobility – October 2019 - 2
Mobility – October 2019 - 3
Mobility – October 2019 - 4
Mobility – October 2019 - 5
Mobility – October 2019 - 6
Mobility – October 2019 - 7
Mobility – October 2019 - 8
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Mobility – October 2019 - Cover3
Mobility – October 2019 - Cover4
https://www.nxtbook.com/ygsreprints/WERC/mobility-june-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-may-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-april-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-march-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-february-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility_122020
https://www.nxtbook.com/ygsreprints/WERC/mobility_112020
https://www.nxtbook.com/ygsreprints/WERC/mobility_102020
https://www.nxtbook.com/ygsreprints/WERC/mobility_092020
https://www.nxtbook.com/ygsreprints/WERC/mobility_082020
https://www.nxtbook.com/ygsreprints/WERC/mobility_072020
https://www.nxtbook.com/ygsreprints/WERC/mobility_062020
https://www.nxtbook.com/ygsreprints/WERC/mobility_052020
https://www.nxtbook.com/ygsreprints/WERC/mobility_042020
https://www.nxtbook.com/ygsreprints/WERC/mobility_032020
https://www.nxtbook.com/ygsreprints/WERC/mobility_022020
https://www.nxtbook.com/ygsreprints/WERC/mobility_012020
https://www.nxtbook.com/ygsreprints/WERC/mobility_122019
https://www.nxtbook.com/ygsreprints/WERC/mobility_112019
https://www.nxtbook.com/ygsreprints/WERC/mobility_102019
https://www.nxtbook.com/ygsreprints/WERC/mobility_092019
https://www.nxtbook.com/ygsreprints/WERC/mobility_082019
https://www.nxtbook.com/ygsreprints/WERC/mobility_072019
https://www.nxtbook.com/ygsreprints/WERC/mobility_062019
https://www.nxtbook.com/ygsreprints/WERC/mobility_052019
https://www.nxtbook.com/ygsreprints/WERC/mobility_042019
https://www.nxtbook.com/ygsreprints/WERC/mobility_032019
https://www.nxtbook.com/ygsreprints/WERC/mobility_022019
https://www.nxtbook.com/ygsreprints/WERC/mobility_012019
https://www.nxtbookmedia.com