NovoExpat Coaching & Training


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NovoExpat Coaching & Training

  1. 1. “I wanted to start delivering as fast as possible in my new job and now I am overwhelmed by all kind of challenges: the language, a new culture, practical issues…” How can you support your expatriate managers to become effective rapidly in their new working environment?
  2. 2. “I really feel isolated most of the time. Since my husband’ s new job involves a lot of traveling, it all comes down to me I am struggling hard to adjust and keep my mood up” What does it mean for your company when an assignment fails?
  3. 3. “How much do I need to adapt and be flexible without losing myself in this new working environment?” How can foreign expatriates retain their own cultural identity and succeed in adjusting and contributing to your company?
  4. 4. Our purpose To enhance the learning and growth of new leaders crossing geographic and cultural boundaries.
  5. 5. Table of Contents  Who Are The New Leaders Abroad?  The Core of Our Proposal:  An opportunity for Fast Growth  Family Dynamics  Diversity - A Rich Mosaic  Coaching Through The Full Assignment Cycle  Our Training Programs  About Olga and Marianne
  6. 6. Who Are The New Leaders Abroad? The traditional expatriate profile changes: (*) • Expatriate managers are younger • The number of female expatriates grows • Trailing spouse/partner issues rise (dual careers, etc.) • Increase of foreign employees with local contracts, facing the same issues as traditional expats (*) Mercer HR Consulting Int. Assignment Survey 2007 GMAC Global Relocation Survey 2007
  7. 7. An opportunity for Fast Growth Family Dynamics Creating a Rich Mosaic
  8. 8. An Opportunity for Fast Growth : Assignments are becoming shorter and expatriates managers are younger than in the past. Their academic background is more complete than before, but in order to succeed in a new cultural working environment a high emotional maturity level is key. Challenge:  To bring the employee rapidly to a high level of performance and to optimize the learning process.  To enhance the leadership skills of young managers in order to make the period abroad the most effective environment for their professional growth.
  9. 9. The Co-Active Coaching Approach… bases its power in the alliance between the coach and the individual. Our basic principle is that “the person is naturally creative, resourceful and whole” and this has a significant impact on the self-confidence and learning speed of the person. The Co-Active Coaching model is non-directive and places great emphasis on the learning process, where the coach is acting more as a catalyst for new awareness. On top of that, it is proven by research(*) that this assumption of competence contributes to a climate of confidence that is self-reinforcing and has a positive effect on productivity. Benefits:  To accelerate adaptation to the foreign environment and increase effectiveness  To grow the competencies that create mature and emotionally intelligent leaders, such as: • Understanding and managing own emotions • Being flexible and comfortable in new working environments • Ability to listen, to collaborate and to nurture relationships (*) Rosenthal and Jacobson 1968; Livingston 1969; King, 1971; Eden 1992
  10. 10. Family Dynamics: “Among executives who fail overseas, most do so because of family concerns. Issues at stake are partner resistance, children’s education and family adjustment” (*) The majority of spouses (59%) are women who were employed before the assignment, and who hesitate to follow the husband and put their lives on hold until they return. Family dynamics is a key factor that cannot be overlooked as it can either amplify the stress of the transition or fully support it. Challenge: To decrease the risk of early returns and protect the large investment at stake for the organisation (*) GMAC Global Relocation Survey 2007)
  11. 11. The Co- Active Coaching Approach… takes into account every aspect of the person’s life. Personal and family issues affect performance at work, specifically when you change your living and working environment. A sense of balance and the feeling of being always at choice helps all the family members to embrace the experience under all circumstances. Benefits:  To improve return of expatriate investment  For the spouse/partner – to make the life abroad a successful life experience  For the manager – to achieve life/work balance in overwhelming circumstances  For both – to reduce the impact of relocation stress and culture shock
  12. 12. Creating a Rich Mosaic: Diversity is proving to be a strong business case and provides competitive advantage to companies that embrace this goal. The expatriate community contribute with their diverse cultural background, views and values to the company dynamics. Moreover, employees are more and more eager to work in a diverse rather than a homogeneous working environment. Challenge: To empower a diverse and inclusive workforce that fully contributes with their unique talents, skills and values to the business growth and company climate.
  13. 13. The Co-Active Coaching Approach .. brings the Human Being into business. The coaching process helps individuals to discover and cultivate their values and talents, allowing them to become more aware of their unique strengths and their contribution to the business growth and company climate. We believe that, given a chance, each person is interested in having a meaningful life and making a difference. Therefore, one of our favourite coaching questions is: “How can you make the greatest difference at work?” Benefits:  The executive gains self-confidence and is able to show up authentically, fight stereotypes and deploy all his/her potential and uniqueness  To boost the creativity that flourishes in a multicultural environment  To increase corporate loyalty by creating a rich intercultural arena with mutual respect for each other’s culture and background.
  14. 14. Coaching is effective throughout the full assignment cycle…  As guidance before departure to prepare for the relocation  During the foreign assignment to remain focused and flexible  Before repatriation to re-assess personal and career goals
  15. 15. Training programs and workshops Our programs are customized and include: • For managers: “Coaching: the art of leading through inspiring conversations” We believe that coaching is more that a new set of communication skills… ..It is a powerful leadership style and a different way of being related to others in a company. Through different training formats, we help managers to unleash the power of their “conversations” and to create the impact they want. • For spouses: “Living your values: your passport to a fulfilling life abroad” This half day workshop creates a unique opportunity for spouses of expatriates to discover their personal values and make choices in order to live them out through their journey. • For couples: “Pre-departure workshop” A half day, tailor-made workshop for the couple in order to support their departure abroad. As a result, they will develop a strong partnership that can sustain them through the transition, envision living abroad and begin creating a future together, in alignment with their shared goals and objectives.
  16. 16. Our Profiles: Olga Romanillos Before becoming a Professional Coach, I worked for 19 years in different sales and marketing management positions at Philips, first in Spain and from 2004 at their headquarters in Eindhoven, the Netherlands, where I am currently living. Moving from the South to the North of Europe and from a local unit to the headquarters of a big multinational was a big challenge for me. I had to face different ways of living and working, finding a balance between the need to adapt to the new culture while defending my personal and cultural values My vision as a coach is to support, listen and encourage people to live a fulfilled life, from their authentic being; the values and talents that makes them unique. I believe that it is from this place that each person is empowered to make meaningful choices and changes. I am positive and enthusiastic by nature and my coaching style creates a safe space for learning and challenge. I hold a Master’s degree in Physics Science, Universidad Complutense de Madrid. I am a Certified Professional Co-Active Coach by The Coaches Training Institute, one of the most prestigious Coaching Schools in the world. I also belong to the faculty of this Institution, through my work as supervisor and examiner of coaches in certification. In addition I am MBTI certified and completed the training in Organisational and Relationship Systems Coaching with the CRR (Center for Right Relationships). I coach and train in English and Spanish, both in person as well as on the phone.
  17. 17. Our Profiles: Marianne Hermsen NovoExpat allows me to work with and empower a rich mosaic of people, working and living in the Netherlands and abroad. I coach people in transitions, ready for learning and development in their professional and personal life, in line with their values, talents and dreams. I challenge them to fully express themselves in authentic and natural ways that are engaging and compelling, which creates a positive impact on their working environment. My style of coaching is at the same time thought provoking and gentle, with a touch of humor, as humor opens hearts. Prior to becoming a coach and entrepreneur I have held several positions in the international mobility industry in marketing & sales management for more than 11 years. I hold a Master’s degree in European Studies (French, Spanish and International Economics) from the University of Amsterdam. Following my passion for languages and other cultures I studied and worked short periods of time abroad. As a Certified Professional Co-active Coach (CPCC) and an accredited member of the International Coach Federation I am truly committed to the learning and development of individuals in international contexts. I coach in English and Dutch, both in person as well as on the phone.
  18. 18. Olga Romanillos: +31 (0) 646 333 899 Marianne Hermsen: +31 (0) 624 220 529