Coaching expatriates and family for sucess

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What does it take to maximize the chances of success of your expatriates ?

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Coaching expatriates and family for sucess

  1. 1. EXPATS & FAMILY Coaching for a successful expatriation Anne Egros – October 5, 2010Anne Egros – October 5, 2010
  2. 2. DEFINITIONSDEFINITIONS 1.1. ExpatriatesExpatriates 2.2. InpatriatesInpatriates 3.3. TranspatriatesTranspatriates 1 2 HQs 3 Country Managers
  3. 3. “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)
  4. 4. THE WAR FOR GLOBAL TALENT ISTHE WAR FOR GLOBAL TALENT IS JUST STARTINGJUST STARTING WHAT DOES IT MEAN FORWHAT DOES IT MEAN FOR HR MANAGERSHR MANAGERS ??
  5. 5. THE CHALLENGES OF EXPATRIATE EXECUTIVES INTERNAL NORMS & VALUES ORGANIZATION STRUCTURE & SYSTEMS CORPORATE STRATEGY HOST GOVERNMENTS OBJECTIVES, POLICIES NATIONAL CONSTITUENT INTERESTS (EMPLOYEES, CONSUMERS, UNIONS) LOCAL NORMS & VALUES NATIONAL COMPETITORS ACTIONS GLOBAL COMPETITIVE ACTIVITY LOCAL MARKET AND INDUSTRY STRUCTURE HOST COUNTRY INTERESTS GLOBAL COMPETITIVE ENVIRONMENT CORPORATE MOTIVATIONS EXPATRIATE EXECUTIVE PERSONAL VALUES
  6. 6. LEVERAGING INTERCULTURAL DIFFERENCE Creating 3rd Cultures Corporate Culture 3rd Cultures HQHQAffiliateAffiliate
  7. 7. WHY EXPATRIATES FAIL ?
  8. 8. CAUSES OF EXPATRIATION FAILURES Poor local culture assimilation 1. Job Satisfaction Issues 2. Family Issues 3. 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
  9. 9. What Are The Drivers Of Successful Expatriates 1.1. Financial incentivesFinancial incentives are not considered asare not considered as a key success factor by most successfula key success factor by most successful expat familiesexpat families 2.2. Personal and fruitful professionalPersonal and fruitful professional experiencesexperiences with other cultures arewith other cultures are intrinsically rewarding.intrinsically rewarding.
  10. 10. HAPPY SUCCESSFUL EXPATRIATES
  11. 11. 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
  12. 12. http://www.awb.com/ http://www.blogjump.eu/ http://www.expatwomen.com/countries/expat_women_living_in_belgium.p http://www.accueil-bruxelles.be/ http://www.expatfocus.com/expatriate-belgium http://www.expatica.com/be/main.html http://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-brussels http://www.expat-blog.com/en/directory/europe/belgium/ http//www.trabel.com/brussels.htm http://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
  13. 13. Effective Coaching: Finding WHAT YOU need
  14. 14. 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 BarriersLanguage 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
  15. 15. Honey moon initial euphoria Frustration, Anxiety,Hostility Acceptation and Adjustment Realization Repatriation Grief Circle Time Span Happiness Culture Shock and Emotional Feelings
  16. 16. Effective Cross-Cultural Coaching • Focus on the positive aspects of host countryFocus on the positive aspects of host country learning to avoid comparing with their homelearning to avoid comparing with their home countrycountry.. • The executive and family need toThe executive and family need to assimilate theassimilate the local culturelocal culture as much as possibleas much as possible but the familybut the family should also beshould also be connected with other expatriatesconnected with other expatriates..
  17. 17. Expatriate & Spouse Career Management ►Before accepting a foreign assignment ► Expatriation Phase ► Repatriation
  18. 18. 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.
  19. 19. The #1 reason why people moveThe #1 reason why people move abroad isabroad is HAPPINESSHAPPINESS Paying attention to the family and spousePaying attention to the family and spouse specific needs is key to expatriationspecific needs is key to expatriation successsuccess CONCLUSION

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