the expat compass introduction
TRANSCRIPT
Introduction for Organizations October 2015
Presented by: Lawrence Chi
Definition of an Expatriate
An individual, regardless of their job, role or seniority, who has been displaced from their home culture to a new foreign, host culture.
• Three times investment in expatriates
• Return under-realized
• 20% return early - difficulties adjusting in host country or job dissatisfaction
• For those who stayed - 30% under-performed
• 25% who completed an international assignment left and joined competitor within one year after repatriation
Are You Getting the Return on Your Expatriates?*
*Source: Harvard Business School
Effective Expat Management Reaps Benefits …
Measurable Immeasurable
Personal
Valuable experience for promotion and career opportunities
Professional and personal growth
Compensation
High individual work productivity
High level of family happiness
International experience for family
Organizational
Savings on replacement costs
Retention of key talent
Commercial Success
Increasing knowledge and global capability
Return on Expat Investment
High team morale and productivity
Engagement with company
Willingness of other key talent to take international assignments
Positive employer branding (attracting unsolicited talent)
… a poorly planned assignment has costs
• Loss of key talent
• Long term commercial stagnation
• Replacement costs
• Career jeopardy
• Broken families and relationships
Measuring Expatriate ROI
• Lower Productivity
• Longer Adjustment
• Culture Shock
Poor Fit
No Support
Low Motivation
• Higher Productivity
• Shorter Adjustment
• Growth
Selection
Coaching
High Motivation
*see Appendix
Social competence is key to success
• Most are programmed to work with people who are similar
• How do I feel about people, places and things that are foreign to me?
• Do I feel the need to change?
• Interdependence between your family, personal history, home culture, company culture
The Expat Compass Coaching Service
Client led conversations structured to build self-awareness of the client’s strengths enabling achievement of goals
• Everyone’s situation is unique
• Experience and history shapes mindset and behaviours
Created by: Lawrence Chi [email protected]
The Expat Compass Coaching Model
What are my current
perspectives and behaviours?
What are culturally
acceptable perspectives and
behaviours?
What are others’ perspectives and
behaviours?
Successful Cross Cultural Relationship Management
The Expat Compass Mission
To Coach Expatriates to Grow Personally and Professionally
Your expats benefit from The Expat Compass coaching …
• … if they seek professional and personal success in an international placement or foreign residency…
• … if they are committed to a journey towards sustainable and authentic mindset change.
My Experience ….
20 years of Asia-based Senior Executive experience in interviewing, selecting, coaching, and mentoring hundreds of expatriate leaders and managing cross cultural corporate partnerships.
My Experience ….
Consumer Brand Background
Who I am …
My Coaching Values
• Trust
• Authentic and sincere
• We’ve travelled the same road
• Safe coaching environment
• Support and challenge
• An open mind
• High ethical standard as defined by the International Coaching Federation (www.coachfederation.org)
Case Study On-Boarding the Expatriate Executive
A newly arrived expatriate executive moved to China to lead a significant business for a conglomerate. His success was essential because the company was growing and the revenues from his business would finance other growing businesses. It also played an integral part in establishing the consumer brand. Our coaching sessions were geared towards leading and managing people and conducting business in China and our partnership eventually lead to re-evaluating and changing his organization and leadership team.
Result: His business grew from USD$50 Million (Year one) to USD$80 Million (Year Three) in a USD$100 Million company.
Case Study Getting on Track
A tech-heavy education start-up in a multinational company promoted and relocated a mid-level manager to the CTO. While the General Manager recognized that the promotion to an executive position was a stretch, he hoped that she would gain the necessary gravitas as the business grew. During our coaching sessions, she understood the steps towards gaining the necessary experience and skills to manage the day-to-day demands of a start-up but also formulated a strategic, forward looking view of the business. We mapped out an action plan with milestones during our coaching sessions, initiated and acted upon a 360o feedback exercise with frequent check-ins with the General Manager on progress.
Result: The CTO established her technical capability and built trusting relationships with her executive peer group. She led her team to ensure tech-related issues were completed timely and was recognized as a responsive internal service provider.
To Schedule a Discovery Session …
Follow Me At:
• Twitter: @coach4expats
• www.TheExpatCompass.com