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The SAGE Process is a comprehensive two part decision-making process for those employees considering a global assignment. The first part is a private self-assessment and the second part is a meeting with a counselor. For more information about The SAGE or for a trial account, please contact Valerie Greenly at +212-691-8900 or valerie.greenly@rw-3.com.
The SAGE
The SAGE (The Self-Assessment for Global Endeavors) is a decision-making
tool for employees who are contemplating whether or not to pursue a global
assignment. The SAGE will encourage possible candidates to critically
evaluate three important areas (self, career, and family) before making
the decision to accept a global assignment. The goal of The SAGE is to
help an employee make a thoroughly informed and realistic decision before
putting his or her name forward as a candidate for a global assignment.
In the case of self-selection, The SAGE is used with those potential candidates
who expressed any amount of interest in a possible future global assignment.
The SAGE Debriefing
The SAGE Debriefing is the follow-up to The SAGE. Caligiuri & Associates'
assessment counselors conduct a one-hour (or more) follow-up phone meeting
with employees who have taken The SAGE. C&A's trained counselors will
help the candidates identify their strengths and concerns regarding the
possible global assignment. Our SAGE counselors work with the candidate
to identify whether his or her concerns are minor, developmental, or serious.
In the context of either self-selection or de-selection, the debrief is
a facilitated decision-making process which enables the candidate to develop
an initial action plan for gathering additional information prior to accepting
an assignment (e.g., questions to be clarified with a manager, what to
look for in the host country).
The SAGE Workshop
The SAGE Workshop is a three-hour workshop for a small group of prospective
global assignees who have taken The SAGE. In a small group format (approximately
eight people), these sessions will help to ensure that the employees have
a realistic understanding of their self-assessment results from The SAGE
and clarify points in The SAGE for employees, as needed. These sessions
can be co-facilitated with HR professionals from the client's company
who can answer HR policy questions and describe the next steps in the
process for procuring a global assignment.
Global Assignment Family Systems Analysis
Caligiuri & Associates' counselors meet with candidates and their families
for one-half to one full day. In a more personal setting, C&A's counselors
will help the candidates and their families identify their strengths and
concerns -- in the context of the possible global assignment. We work
with the entire family to develop a plan for resolving each family member's
concerns prior to making the decision to accept the assignment. This process
enables the entire family to make a more informed decision by highlighting
areas where further information (e.g., a country visit, information on
a child's schooling, relocation details) or training (language, cultural,
stress management) is needed.
Global Assignment Family Systems Workshop
In a small group setting (e.g., a few families together, a group of couples
or singles) Caligiuri & Associates' counselors meet with the small group
for one-half to one full day. Using some structured exercises, C&A's counselors
will help the candidates and their families identify their strengths and
concerns -- in the context of the possible global assignment. We work
with the small groups to help them develop a plan for resolving each family
member's concerns prior to making the decision to accept the assignment.
This workshop helps participants make a more informed decision by highlighting
areas where further information (e.g., a country visit, information on
a child's schooling, relocation details) or training (language, cultural,
stress management) is needed.
Click here to see a self running demo of the SAGE process online
- How does The SAGE work?
- Has The SAGE been validated for use in other countries, other than the USA?
- What are the legal implications for using The SAGE in self-selection and selection?
- Is The SAGE reliable and valid?
- Does it make sense to use The SAGE when I don't even have enough candidates for my current open global positions?
- What percent of the people who take The SAGE ultimately decide to turn down a global assignment?
- Will I see the candidate's results from The SAGE?
- I want to use The SAGE to make decisions regarding whether a candidate is right for a global assignment. Can I use The SAGE to do this?
- How far in advance should I offer The SAGE to my employees?
- Can I still use The SAGE if I know that employees are almost ready to leave for global assignments?
- Do I have to offer both The SAGE and The SAGE for Spouses?
- How can The SAGE help if employees refuse assignments for family reasons?
- Is Cross-Cultural Training different from Selection?
- Who do I contact for more information?
- Can I try The SAGE?
1. How does The SAGE work?
The SAGE is a decision-making tool for employees who are contemplating
whether or not to pursue a global assignment. The SAGE will encourage
possible candidates to critically evaluate three important areas (self,
career, and family) before making the decision to accept a global assignment.
The goal of The SAGE is to help employees make a more thoroughly informed
and realistic decision before putting their names forward as candidates
for global assignments.
2. Has The SAGE been validated for use in other countries,
other than the USA?
Yes. The past research studies have found that the core personality characteristics
known as The Big 5 are universal and relatively immutable. Regardless
of the country, the same factor structure emerges to explain personality.
In our extensive research, the same dimensions (all variants of The Big
5) emerged as predictors of expatriate success, regardless of nationality.
Given that the factor structure of personality is the same around the
world, our task in developing the dimensions for The SAGE in different
languages was to develop culturally appropriate measures for each dimension.
For the non-English language version, we hired nationals of Japan, China, and France to work on a new version of The SAGE appropriate in their languages and cultures. This is a very different approach (and we feel far superior) than the usual translation/back-translation methodology. This method enables to essentially re-write The SAGE using the appropriate language and cultural differences. Given that The SAGE is a decision-making tool, our only goal was to provide an appropriate assessment and to offer guidance to potential expatriates.
For the English-language version, given that the English language version was to be used in many countries where English was the second language (or the language of business), we also conducted comprehension tests. People from many different countries were given the items on The SAGE and asked to mark the items for clarity. The items were revised and the process continued until all of the items were understandable to people with English as a second language.
3. What are the legal implications for using The SAGE
in self-selection and selection?
There are several fundamental differences between Self-Selection and Selection.
In the case of Self-Selection, the employees use the assessment information
to make their own decisions, whereas in Selection, the company (employer)
uses the information to make decisions about the employees. This distinction
is relevant given the legal implications of assessment (see FAQ on reliability
and validity). In order to legally use assessment in selection, a company
must demonstrate validity evidence for the open position. Validity evidence
is especially challenging to demonstrate in the case of global assignments
given that a global assignment is a job context, not a job description.
In addition, many of the predictors of global assignment success (i.e.,
those things to be assessed in selection) are somewhat sensitive and private
in nature, such as, marital stability, spouse's career, children's educational
needs, and the like. These topics, while important, are better used in
the context of self-selection, allowing the employees to make decisions
privately.
4. Is The SAGE reliable and valid?
YES! Both reliability and validity are critical test attributes on which
we judge employee assessment instruments or tests. These tell us whether
a test is an accurate measure (reliability) and whether the test scores
relate to a measure of performance (validity). Reliability and validity
are not only "good to have" -- but they are also legal necessities if
the test in question will be used to hire, promote, or train employees.
Although, The SAGE is a self-selection instrument and is not intended for employers to make employment decisions, we have taken the utmost care to insure that the dimensions assessed in The SAGE are reliable and valid. In other words, we have scientific evidence to demonstrate that The SAGE works.
Please contact us for a copy of the reliability and validity report.
5. Does it make sense to use The SAGE when I don't even
have enough candidates for my current open global positions?
We understand that this is a critical concern for managers, given that
it is sometimes difficult to find enough candidates for a global assignment.
Of all employees who have taken The SAGE, only 1% turned down the assignments.
In fact, those who take The SAGE report greater self-efficacy and self-confidence compared to those who did not take The SAGE. Thus, The SAGE actually increases employees' willingness to accept a global assignment.
6. What percent of the people who take The SAGE ultimately
decide to turn down a global assignment?
We understand that this is a critical concern for managers, given that
it is sometimes difficult to find enough candidates for a global assignment.
Of all employees who have taken The SAGE, only 1% turned down the assignments.
In fact, those who take The SAGE report greater self-efficacy and self-confidence compared to those who did not take The SAGE. Thus, The SAGE actually increases employeesı willingness to accept a global assignment.
7. Will I see the candidate's results from The SAGE?
The SAGE is intended for an employee to take privately. As such, the candidates
should have the opportunity to take The SAGE without any expectation that
the results will be shared with you or other managers in your company.
The SAGE should be used as a self-assessment and decision-making tool
-- and not as an employee evaluation tool.
8. I want to use The SAGE to make decisions regarding
whether a candidate is right for a global assignment. Can I use The SAGE
to do this?
The SAGE is intended to be a self-assessment and decision-making tool
-- and not an employee evaluation tool. However, we do offer tools to
conduct candidate selection and assessment, and will ensure their legal
and valid use in your company.
9. How far in advance should I offer The SAGE to my employees?
Some companies offer The SAGE to their employees between 2 and 6 months
prior to the global assignments. Others offer The SAGE at any time as
a part of employees' career development -- even before a specific position
becomes available. These companies allow employees to use The SAGE by
posting it on their intranet site.
As a general rule, offer The SAGE as early as possible in employees' decision-making process.
10. Can I still use The SAGE if I know that employees
are almost ready to leave for global assignments?
Yes you can. In the final weeks before the assignments, The SAGE helps
the employees identify their strengths and concerns that may influence
the upcoming assignments. This knowledge enables employees to proactively
manage the potential barriers and to build the confidence to succeed on
their global assignments.
11. Do I have to offer both The SAGE and The SAGE for
Spouses?
No, it is not necessary. However, our research has found that spouses
and partners greatly influence the success of a global assignment. Therefore,
we highly recommend The SAGE to be used in conjunction with The SAGE for
Spouses.
12. How can The SAGE help if employees refuse assignments
for family reasons?
By starting early and including the families in the employees' decision-making,
the SAGE process will help resolve many family-related concerns, even
those that might have seemed insurmountable at first
13. Is Cross-Cultural Training different from Selection?
Yes. Training focuses on dimensions that can be learned and acquired.
Selection focuses on those aspects that will not change through training
(e.g., personality).
14. Who do I contact for
more information?
For more information about The SAGE or for a trial account, please contact
Valerie Greenly at +212-691-8900 or valerie.greenly@rw-3.com.
15. Can I try The SAGE?
Yes -- For a complimentary trial account of The SAGE, please contact Valerie
Greenly at +212-691-8900 or valerie.greenly@rw-3.com.