Margot Andersen - Founder and Director - Insync Network Group

Name: Margot Andersen

Position: Founder and Director

Company: Insync Network Group



Professional Background

Insync Network Group, Founder and Director (Australia): 2016 – Present

talentinsight Australia, Owner and Director (Australia): 2011 – Present

Talent Resources Group Australia, Director (Australia): 2010 – 2013

MRA Consulting, Business Consultant (Australia): 2008 – 2009

Lloyd Morgan, Senior Consultant (Australia): 2005 – 2007

Capita, Divisional Operations Manager (United Kingdom): 2001 – 2004


Career Insider

Q: Why global mobility, and how did you get started in the industry?

A: As a global careers and leadership practitioner who has also lived and worked abroad, I started to meet more and more individuals who were on the global journey or returning from one. This combination and experience has shaped both of my businesses; talentinsight Australia, a management consulting firm; and the Insync Network - a community of individuals navigating the repatriation journey.


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Q: Has your own experience as an expat contributed to your work?

A: In a word Yes! Personal stories have great power and my experiences as an expat have inspired much of my work. Given that I work with organisations to look at how they move their people – be it globally, domestically or internally – I believe that my own lived experiences coupled with my professional background has provided an added level of insight and relatability. It therefore seemed a natural extension to what I was already doing. It also was the inspiration behind the Insync Network Group, as I had so many people being referred to me as they returned ‘home’ who were ultimately craving a connection with others who understood what they were experiencing.


I am often asked to speak and write around the topics of repatriation, and the building and management of global careers. In essence, it has given me a specialty in the broader context of career management, leadership and workforce planning.


Q: What advice would you give to someone looking to build a career in global mobility?

A: Traditionally the role of global mobility professionals has been very much focused on the logistics of a move, but I think the emerging alignment with talent mobility is long overdue. Whilst there is no doubt that the logistics are fundamental to the success of a move and warrant strong focus, there is also a strong need to focus on career and professional development, and employee wellbeing if companies are to retain, leverage and maximise the investment and potential of individuals during and post assignments. My advice, therefore, is to ensure that mobility professionals look at how they can build alignment between the two functions. As the way of working shifts to a more global outlook, individual employee drivers and business dynamics are going to continue to shape significant industry change.  


Industry Insider

Q: What aspect of global mobility is likely to keep you up at night?

A: As somebody who consults extensively with global companies, the three key things I frequently hear both organisations and individuals talking about are:

  • Workforce planning in today’s changing workplace – with both employee and job mobility increasing globally and the rise of the ‘gig’ economy
  • The continuous changes in global stability and security – with once stable areas now more volatile and at higher risk of terror related activity
  • Engagement and retention of senior leaders and high potential staff - especially during or shortly after repatriation


Q: What do you think is the primary thing hindering the global mobility industry's progress? 

A: There is no doubt that the pace of change is a challenge so the need for more nimble, agile systems and frameworks is imperative. Whilst some of this can be met through technology there is also a strong need for humanizing the process of moving careers, families and lives. This involves pragmatic conversations, transparency around opportunities and shared ownership between the individual and the organisation.

I see many global mobility professionals struggle to respond to the changing needs of business and their people because of the lack of partnership between talent and mobility. Consequently they remain caught in a highly reactive and process oriented process that focuses on the logistical components of moving people and prohibits them from taking a more partnered approach.

Whilst we are now starting to hear more about the alignment between talent management and mobility I think many organisations and professionals are struggling to see how this translates into day to day activity because it involves significant investment of time and money.  


Visionary Insider

Q: How can global mobility practices get better in the next 5 years?

A: Whilst I think there is a huge need to focus on fostering the alignment between business and talent we also need to ensure that it is evolving with the changing landscape of the workplace if we are to tap into the best knowledge and skills at the right time.

We know that individuals are more upwardly mobile than ever before and the desire and expectation of those entering our workforce for global opportunities is greater than in the past so how engage and retain this interest is paramount. To do this effectively we need to make it easy for individuals and organisations to identify and own opportunities, needs and interests. Whilst technology is a part of this, there is also a strong need for training around the entire mobility lifecycle be it with HR partners, management teams and talent professionals.


Q: What more can be done to improve current global mobility practices to benefit talents on the move? 

A: Unfortunately the things that are often the first to be cut are the most important / high value  - cultural training; family / partner career support; repatriation support. These components are the things that help people land well, engage quickly and embrace each part of the assignment.

Whilst much is being written about maximising the employee experience I unfortunately see a lot of people who are disengaging and leaving organisations – at various points of the assignment because they feel lost in the assignment lifecycle.

I am a great believer in helping individuals to ‘own’ their careers and employee responsibilities but unfortunately it is often very difficult due to clunky and heavy practice, which leaves them feeling disconnected and isolated. Underpinning this is a need for greater personal connection between assignees and the organisation that is pragmatic, genuine and future-focused.


Q: What are the major developments you currently see happening in the industry, and how do you feel about them?

A: There is a growing awareness of need for change in key areas mentioned above which is great, but I see a real hesitancy to invest in what is required.

Investment in technology is happening but like all automation, it still needs to be well supported by meaningful human interaction that supports a positive employee experience. In a world that has never been more connected through devices and technology, most of us are aware of the data suggesting a rise in employee isolation and wellbeing. I believe that this can be heightened throughout the mobility lifecycle, so this issue needs some robust discussion to explore the ways in that this can be managed through a strong employee/employer partnership.

We are asking people to move their ‘whole’ self – lives, careers, families etc. This requires a real balance between cost effective systems, processes and technology that enable individuals to take control where they want to, provide rigour and compliance where needed, and to meaningfully connect with the business and others throughout the lifecycle.



  • Short-term or long-term assignment? Long-term
  • Airbnb or serviced apartments? Airbnb
  • Excel or global mobility software? Global mobility software
  • Lump-sum or flex-ben? Lump-sum
  • Facebook or LinkedIn? LinkedIn
  • Outlook or Gmail? Gmail
  • Taxi or Uber? Uber
  • iOS or Android? iOS
  • Mac or PC? Mac
  • Computer or tablet? Computer
  • Work hard or play hard? Can’t have one without the other!




  • This is quite professional and enlightening.

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