coaching expatriates and family for sucess
DESCRIPTION
What does it take to maximize the chances of success of your expatriates ?TRANSCRIPT
EXPATS & FAMILY
Coaching for a successful expatriation
Anne Egros – October 5, 2010Anne Egros – October 5, 2010
DEFINITIONSDEFINITIONS1.1. ExpatriatesExpatriates
2.2. InpatriatesInpatriates
3.3. TranspatriatesTranspatriates
1
2
HQs
3
Country Managers
“There is just not enough talent to go around for the foreseeable future, so
emerging markets will take talent from developed economies”
#Quote by: peter Felix, president of the Association of Executive Search Consultants (AESC)-
Stephenie Overman (SHRM 2010)
THE WAR FOR GLOBAL TALENT IS JUST THE WAR FOR GLOBAL TALENT IS JUST STARTINGSTARTING
WHAT DOES IT MEAN FOR WHAT DOES IT MEAN FOR HR MANAGERSHR MANAGERS ? ?
THE CHALLENGES OF EXPATRIATE EXECUTIVES
INTERNALNORMS & VALUES
ORGANIZATIONSTRUCTURE &
SYSTEMS
CORPORATESTRATEGY
HOST GOVERNMENTSOBJECTIVES, POLICIES
NATIONAL CONSTITUENTINTERESTS (EMPLOYEES, CONSUMERS, UNIONS)
LOCAL NORMS & VALUES
NATIONALCOMPETITORSACTIONS
GLOBAL COMPETITIVEACTIVITY
LOCAL MARKET AND INDUSTRY STRUCTURE
HOST COUNTRY
INTERESTS
GLOBALCOMPETITIVE
ENVIRONMENT
CORPORATEMOTIVATIONS
EXPATRIATE EXECUTIVEPERSONALVALUES
LEVERAGING INTERCULTURAL DIFFERENCE
Creating 3rd Cultures
Corporate Culture
3rdCultures
HQHQAffiliatAffiliate e
WHY EXPATRIATES FAIL ?
CAUSES OF EXPATRIATION FAILURES
Poor local culture assimilation
1. Job Satisfaction Issues2. Family Issues3. Spouse: Career Loss,
Social Isolation
No repatriation Plan
1. Switch to competitors
2. Reverse culture shock
3. No more fit
Wrong candidate selection process
Ethnocentric Management
What Are The Drivers Of Successful Expatriates
1.1. Financial incentivesFinancial incentives are not considered are not considered as a key success factor by most as a key success factor by most successful expat familiessuccessful expat families
2.2. Personal and fruitful professional Personal and fruitful professional experiencesexperiences with other cultures are with other cultures are intrinsically rewarding.intrinsically rewarding.
HAPPY SUCCESSFUL EXPATRIATES
What types of training and supports are the most useful ?
1-Clarifying Expectations/KPI
2-Define ideal Profile
3-Candidate Assessment
Include the family in assessment and selection
4-Decision Process
5-Executive coaching
1-Cross-cultural Training
2-Cultural Sensitivity & Culture Shock Coaching
3-Executive International Leadership Coaching
4-Social Networking/media
5-Spouse employment
1-Succession planning
2-Reverse culture shock
3- Career Coaching
http://www.awb.com/http://www.blogjump.eu/
http://www.expatwomen.com/countries/expat_women_living_in_belgium.php#2
http://www.accueil-bruxelles.be/http://www.expatfocus.com/expatriate-belgium
http://www.expatica.com/be/main.htmlhttp://www.vlan.be/
http://www.brussels.angloinfo.com/http://www.awcb.org/
http://www.brusselsprout.net/http://www.expatlist.be/home/
http://www.expatarrivals.com/belgium/brussels/moving-to-brusselshttp://www.expat-blog.com/en/directory/europe/belgium/
http//www.trabel.com/brussels.htmhttp://www.easyexpat.com/http://www.xpats.com/home
http://catwomaninbrussels.wordpress.com/love-and-the-cities/http://newzealandersinbelgium.blogspot.com/
THE STRESS OF RELOCATION INFORMATION OVERLOAD
Effective Coaching:Finding WHAT YOU need
Cultural Sensitivity CoachingCultural Sensitivity Coaching
• Overview of Cultural Adjustment and Culture ShockOverview of Cultural Adjustment and Culture Shock• Coping With Culture Shock and Emotional FeelingsCoping With Culture Shock and Emotional Feelings• Language Barriers Language Barriers • Cultural Differences and Cultural UnderstandingCultural Differences and Cultural Understanding• Social Etiquette and Its ImportanceSocial Etiquette and Its Importance• Cultural Beliefs About Social InteractionsCultural Beliefs About Social Interactions• Cultural Beliefs About Medical CareCultural Beliefs About Medical Care• Trust and Cultural HumilityTrust and Cultural Humility• Reverse Culture ShockReverse Culture Shock
Honey moon initial
euphoria
Frustration, Anxiety,Hostility
Acceptation and
Adjustment
Realization
Repatriation Grief Circle
Time Span
Happin
ess
Culture Shock and Emotional Feelings
Effective Cross-Cultural Coaching
• Focus on the positive aspects of host country Focus on the positive aspects of host country learning to avoid comparing with their home learning to avoid comparing with their home countrycountry. .
• The executive and family need to The executive and family need to assimilate the assimilate the local culturelocal culture as much as possibleas much as possible but the family but the family should also be should also be connected with other expatriatesconnected with other expatriates. .
Expatriate & SpouseCareer Management
►Before accepting a foreign assignment
► Expatriation Phase
► Repatriation
WORK-LIFE ISSUES IN MULTICULTURAL CONTEXTS
• Do not assume “one-size fits all” in global HR policies
• In western cultures, family concerns are the dominant cause of premature return
• Spouse/partner dissatisfaction is the
number one reason for assignment failure.
The #1 reason why people move The #1 reason why people move abroad is abroad is
HAPPINESS HAPPINESS
Paying attention to the family and spouse Paying attention to the family and spouse specific needs is key to expatriation specific needs is key to expatriation
successsuccess
CONCLUSION