Experienced professionals benefit from sharing thoughts, challenges and ideas with peers. The mX Benchmark Council provides a trusted, confidential environment within which leading companies can do this while focused on benchmarking practice and outcomes.
Those looking for immediate access to how their talent mobility practices compare with others:
The Talent Mobility Taskforce
Observe and keep pace with advances in the way that others are managing and connecting TALENT and MOBILITY to align with global business imperatives and make mobility work
Strategic Roundtables
We host invitation-only virtual and in-person roundtables designed to examine the most challenging aspects of talent mobility and develop new insights, resources and tools to extend the boundaries of best practice
For those looking for strategic transformation of their talent mobility program:
Program Transformation Lab
Our transformation labs, either on-site or virtual, are designed to map out a step change in the design and governance of a company’s talent mobility program and make mobility work
Success and RoI
How to measure Success and RoI by focusing on the outcomes that matter
Mobility experience
How to use employee experience metrics to reveal outcomes that matter
Talent mobility practice
Review, document and assess the effectiveness of your talent mobility practices
Strategic Consulting
Our transformative vision is for global mobility programs to be guided by the need to deliver successful outcomes.
What constitutes success will differ according to the perspective of each assignment stakeholder. Often there will be conflicting aspirations and these will need to be resolved in a way that enhances global mobility return on investment.
Developing a clear understanding of the relationship between the global talent pipeline and the global mobility value proposition is vital. This will enable the building of meaningful connections between global mobility and talent management that will make mobility work.
We are here to help you take the next step.
