CROSS CULTURALCO A CHI NG & CO NS U LTI NGContact : Agnes Menso - + 33 (0) 676 280 953 - firstname.lastname@example.org - www.agnesmenso-coaching.com
Tableofcontents2P.03 INTRODUCTIONP.04 YOUR COACH P.05 / Agnes Menso P.06 / Ethics & confidentiality Clients’ referencesP.07 OUR APPROACH P.09 ADAPTATION AND INTEGRATION OF EXPATRIATE/ IMPATRIATE IN THE ORGANIZATION P.10 / Individual cross cultural coaching for Executives P.12 / Collective coaching P.13 / Team-buildingP.14 PARTNER’S SUPPORT P.15 / Individual cross cultural Coaching and Consulting P.16 / Skills assessmentP.17 CROSS CULTURAL SEMINARS P.18 / In-company seminars P.19 / Partner’s integration Assistance to departureP.20 BACK HOME P.21 / Expatriate reintegration coaching P.22 / Partner’s reintegration coachingP.23 CHANGE MANAGEMENTP.25 WHAT ELSE?TABLEOF CONTENTS
3IntroducrionCross cultural coaching andconsulting’s goal is to help youunderstand and cope with culturaldimensions, values and beliefsthat you are not familiar with.It enables you to set up appropriatebehaviors and communication ina complex environment in respectof your identity and integrity.It will also help you manage stressissues and conflicts that may polluteand disturb relationships.Cross cultural coaching andconsulting will allow you tooptimize and transform thesecultural differences intotremendous growth potentialin an unknown environment.All these services are tailor-madeand designed for Executives,Managers and their families.They can be taken either separatelyor combined with each other.INTRODUCTIONTHE COACH’S WORDManagement in a cross culturalcontext could be called “Dealingand coping with opposites”.
4YOUR COACHAs a cross-cultural Coach andConsultant, I want to offer youmy expertise.Highly passionate about myjob and human relationships,my experience and involvementensure challenging sessions,based on empathy rulesof confidentiality and integrity.«I have always been usedto dealing with cross-culturalenvironments: first, as a childwith foreign origins, then as ateenager and now as an adult.»
5Agnes mainly addresses Executive Committees,project management teams, in both team-buildingand individual coaching sessions.Agnes combines her coaching experience witha Consultant perspective in Change Managementand is also a lecturer on “Y-gen” and “Emotionsmanagement as a key success factor in changemanagement within organizations”.Before launching her own company, Agnesworked as a free-lance Consultant in internationalmobility. She also worked for eight years asa Marketing & Communication Managerand Budget Director in different fields: industry,banking & insurance and advertising agencies.She graduated from a French business schooland has lived and worked in the UK and Germany.As a Coach she graduated from HEC BusinessSchool and holds an Executive Masterin Consulting & Coaching for Change(HEC-Oxford Saïd Business School).AGNES MENSOAgnes Mensohas been runningher own businessas an ExecutiveCoach since 2004.She specialisesin Communicationand Managementin cross-culturalenvironments.YOUR COACH
6ETHICS & CONFIDENTIALITYIndividual and collective coaching sessionsare confidential. No information will be givento anyone without prior agreement.The client can give up the assignment at anytime. The coach can also reserve the right tostop the mission. In these both circumstances,an end session will be proposed to the clientand set-up. Coaching practice is regularlysubjected to supervision conducted by anexternal professional.CLIENTS’ REFERENCESAgnes Menso’s major references are in thecar industry (Continental France, Renault andFaurecia), the food sector (Barry CallebautFrance), telecommunications (EservGlobal),wholesale (Système U Centrale régionaleNord-Ouest), luxury goods (Van Cleef & ArpelsInternational), aviation security (SecuritasTransport Aviation Security), communicationagency (I&E Services) and hotel business(Swissôtel) in France, Switzerlandand in the UAE.YOUR COACH
7OUR APPROACHTo offer you tailor-made services,it is vital to take time to clearlyunderstand what you are looking for.Activity-based learning is built uponsystemic and transitional tools.Though it seems more dynamicthan indoor seminars, we are willingto make those as participating aspossible by integrating educationaland creative role playing.Whatever you choose, eachsession is subject to a rigorousdebriefing where empathy,respect and confidentialityare assured.
8Should you choose a cooking challenge, a treasure hunt, a horseworkshop or theatre, activity-based learning facilitates immediatebehavioural consciousness.These tailor-made approaches enable each member to sharpen his /her individual efficiency to enhance the collective performance to reacha goal. It helps participants reflect on their management and communicationstyles, leadership, emotions, priorities and stress management.These activities last approximately between one and two days and havebeen especially designed for groups starting at 8 people in France andabroad, both in French and in English.These are being conducted by one or two professional Coaches andby experts (Chef, actors theatre...) dedicated to your workshop.ACTIVITY-BASED LEARNINGINDOOR SEMINARSOUR APPROACHWe are mainly going to use coaching tools, creatvity and role playingto focus on the relationships between individuals. This will allow thembe conscious in the way they interact between them in a system thatcan be either the team, the organisation or other counterparts.This training takes into account words, tone of voice and body language.In that context, it gives priority to how the relationship is being led,if it is pleasant, performing, efficient, or on the contrary, if it generatesstress or misunderstandings.They enable individuals to understand if and how they are being heardand to what extent, what is being said - or not, generates a kindof behaviour.The coach’s work is to make the individual or the group aware of theproblems and lead them to find appropriate actions based on individualand collective performance.These workshops mainly suit executive committees, middleand top management as well as functional or operational teamsfor a team-building or a « change » management project.These seminars can be perceived as a kind of mirror in the sensethat they help participants analyse, better understandand improve their verbal and non-verbal communicationwith one or several persons they are talking to or dealing with.
9ADAPTATION & INTEGRATION OF EXPATRIATE/ IMPATRIATE IN THE ORGANIZATIONIn order to adapt, the best serviceswe are able to provide for theseExecutives and Managers areindividual cross cultural coaching,collective coaching and teambuilding. These different kindsof services can be either takenindividually or combined toeach other.Whatever their choice, thesecoaching and consulting serviceswill take place in a rigorousframework, where empathy,confidentiality and respect prevail.A relocated Executiveor Manager is expected to adaptand perform rapidly in his / hernew working environment.No matter what the cross culturalissues he / she has to deal with.
10Cross cultural coaching addresses any Manager orExecutive who needs to perform quickly in a new andinternational context. Its objective is to help the clientadapt rapidly in an unknown environment, in Franceor abroad without getting himself / herself lost.The objective is to help the expatriate be operationalmore quickly through action plans that are going togive visible results, in respect of the client’s values,beliefs, identity and integrity.INDIVIDUAL CROSS CULTURALCOACHING FOR EXECUTIVESCoaching is concretework conducted withina rigorous frameworkand with clearly definedobjectives.A cross culturalenvironment makesindividual coachingmore complex in thesense that it includesparameters that cannotbe really mastered.ADAPTATION & INTEGRATION OF EXPATRIATE / IMPATRIATE IN THE ORGANIZATION>>>In a cross cultural environment executive coaching requiresa multidimensional expertise both in coaching and consulting.Due to their position, Executives can face a deep lonelinessthat can be accentuated due to expatriation.During a coaching session the Executive is free: free to express his / herpersonal emotions and feelings, free to share his / her doubts, free totalk about sensitive topics that cannot be discussed within and outsidethe company and free to reflect on his / her values and sense-making,without being afraid of judgment.
1111INDIVIDUAL CROSS CULTURAL / COACHING FOR EXECUTIVESADAPTATION & INTEGRATION OF EXPATRIATE / IMPATRIATE IN THE ORGANIZATIONThe coach’s work is divided into two parts.He / she facilitates talents mobilisation and skillsdevelopment in order to restore self-confidenceto help achieve the client’s goal. The coach is alsohere to focus with empathy on the client’s pointsof improvement and support him / her in any of his/ her actions to reach his / her objectives.Cross cultural coaching usually starts before thebeginning of a mission and will give the client themain key success factors to understand, manageand use a different culture. This understanding maybe difficult but is vital in the sense that it conditionsthe expatriation success.A coaching session usually lasts from 1.1/2 to 2hours. This service usually lasts a few months afterarrival and can warn the Executive or Managerregarding a potential over-adaptation that can leadto stress and burn-out. Experience shows thatapproximately ten sessions, with a session every2 weeks, are enough for an in-depth work.Individual coaching covers several topics. It can be focused on beliefs,values, emotions and how they are going to be used to adapt the best.It helps the client reflect on what he / she wants and what he / she needsto succeed and face this paradigm. It can also deal with communication,management and leadership skills development and improvement,empowerment, the taking of a new position with new responsibilities,and stress management…
1212Collective coaching is very operational. It addressesexecutive committees, functional and operationalteams. It is based on talents and skills in order toimprove teams’ working conditions: communicationimprovement, resolution of conflicts, and changemanagement that can generate a deep disruption…It can take different aspects. It can be the attendance of anexecutive meeting where interpersonal communication,power games and management style are observed.But it can also consist of the observation, analysis anddebriefing of a newly promoted Engineer who needsto take in hand his / her team.In this context trust is a key factor. Indeed collectivecoaching assumes that each participant is readyto put in the service of the group his / her individualskills to make the group grow and perform better.It leads participants to think as a team and notas individuals anymore.Collective coaching success mainly relies on theboss’ involvement, motivation and capability tochallenge himself / herself and leads his / her teamto change.COLLECTIVE COACHINGEach group hasa tremendous potentialof competences, skills,talents and creativitythat is oftenscarcely used.ADAPTATION & INTEGRATION OF EXPATRIATE / IMPATRIATE IN THE ORGANIZATIONThe Coach is in charge of the group dynamic. He / she helps the groupanalyse its strengths and points of improvement, and find appropriateactions for the team to perform better.
1313To be more efficient we advise you to combinethis service with collective coaching and for somepeople with individual coaching.This service takes place outside the companyand usually lasts two days.The wide variety of exercises, role playing anddebriefings give the opportunity to get to knowothers more easily, develop unrecognized competencies,solve conflicts and make people work together.TEAM-BUILDINGTeam building mainlyfocuses on arelationships’improvement amongpeople. It is basedon individual andcollective motivationin order to reachan objective.ADAPTATION & INTEGRATION OF EXPATRIATE / IMPATRIATE IN THE ORGANIZATIONTeam building develops group dynamics in order for a team to performbetter in the long term, both internally and externally.
1414PARTNER’S SUPPORTThis may potentially weakenthe couple and jeopardizethe expatriate’s career.Though more and more young fema-les tend to expatriate, we are mainlydealing with a spouse who has fol-lowed her partner, and whose socialstatus has changed tremendously.She has to deal mainly with logisticsissues and is not Mrs Smith anymore,but Mr. Smith’s spouse…Relocation has to be discussedand the decision has to be madeby the two partners.Though companies mainly focuson the Executive’s integration,and scarcely take into accountthe partner’s, this is also part of theirresponsibility: to give the partnerthe opportunity to adapt andmanage successfully.75% of international missionsstop before completion.This comes from the fact thatthe expatriate’s partner did notmanage to integrate himself /herself successfully in his / hernew environment.
1515We advise you to set-up a few coaching sessionsprior to departure. These interviews will help thepartner express his / her feelings, emotions anddoubts but will allow him / her to think about a new-lifeproject with both short and long-terms objectives.Indeed we know that relocation success is mainlybased on the partner’s integration. Very often we aredealing with the expatriate’s spouse who loses his/ her points of reference, who has not chosen to berelocated and has had to give up family, friends and agood position. He / she usually feels pretty lonely withthe children at school and her husband / his wife atwork. This is why, to ensure mission success,it is essential that companies be concerned aboutspouse’s status and his / her well-being.These sessions can go on for one year after arrival tosupport him / her and help him / her make this periodof time a priceless and unique experience.We cannot say for sure how many sessions will beneeded, as it really depends on the motivationto adapt and adjust to this new paradigm.INDIVIDUAL CROSS CULTURALCOACHING AND CONSULTINGIn relocation, companiesusually focus on theemployees who leavetheir country butscarcely take intoaccount families andespecially partners.PARTNER’S SUPPORTWe advise you to combine individual cross cultural coachingwith assessment skills. Though we are going to work on different aspects,it can be appropriate to combine these two services in order to be moreefficient and successful.
1616SKILLS ASSESSMENTPARTNER’S SUPPORTIt also gives the opportunity to identify gaps that needto be filled and competencies that should be developed.Trust that is being built between the client and theConsultant is the key success factor. There is no ruleto estimate when skills assessment should be set-up.One of the major points in this situation would be tolisten to one’s needs and motivations to start thisprocess, and to talk openly and frankly to theConsultant whose job is to advise the client inrespect of his / her interests and integrity.Relocation can bean appropriate timeto think about a differentprofessional future.Skills assessmentenables the individualto review competenciesand talents that havebeen gained, and to bepotentially transferredfrom one fieldto the other.It allows the client to design a project that can fit in his / her newlife-project. It creates dynamics and may help restore self-confidence.
1717CROSS CULTURAL SEMINARSCross cultural seminars aredesigned both for Executivestheir family to help them cope withFrench culture at work and on aneveryday life basis. Our expertisein other countries enables us toprovide you with this assistance.In both cases, these seminars arebased on our experience on bothliving and working in France - asFrench - and abroad.You will be given concrete toolsto lead you as quickly as possibleto autonomy.These seminars can be combinedwith any coaching or skillsassessment services.Geographical proximity does notmean cultural - and or linguistic -proximity.
1818These seminars usually last two days and aretailor-made for Executives and Managers whoneed to adapt quickly and perform before arrivingin France. They can be set-up both for individualsand teams, and are designed to help them get usedto French culture and cope with it.During these seminars we are going to work onseveral aspects:• Managing time in a polychronic vs. a monochronic culture• Managing information in an implicit vs. explicit culture• Relationship to hierarchy in a strong power vs. small power distance• Relationship to groups: individualism vs. collectivism• Relationship to risk : weak vs. strong uncertainty avoidance• Vision of manager’s role: femininity vs. masculinity• Corporate values• …IN-COMPANY SEMINARSWORKING IN FRANCEThough you aregoing to workin an internationalenvironment you willhave to deal with theFrench, their customsand habits, andsometimes theirsense of humor.CROSS CULTURAL SEMINARSWe are going to give you a few clues to help you betterunderstand French mentality, French business world -and especially implicit French communication in business -to give adapted presentations, cooperate with your hierarchy,peers and subordinates as well as manage meetings.
1919In the same register we also advise the impatriateto participate to everyday life seminars to havea broader knowledge of French culture.These integration seminars will be mainly focused on:• The French educational system• French bureaucracy and the notion of “service public”• The Paris - Province opposition• Food, culture, shopping, leisure and vacation• Making friends and communicating with the French• Current issues in French societyA limited and selective piece of advice can also beimplemented if needed.Should you be relocated to UK, Germany,Spain, Switzerland, Belgium, China andthe United Arabic Emirates, feel free to contact us.We would be happy to assist you.PARTNER’S INTEGRATIONLIVING IN FRANCEASSISTANCE TO DEPARTUREIf possible,we recommendthe partner to followin-company seminarsas it gives an accurateview of French systemsand French values.We are used to dealingin several countries.CROSS CULTURAL SEMINARS
2020BACK HOMEAccording to a survey conducted in2011, reintegration is hard to managefor 42% of them.Only 28% have been promoted and35% estimate that their company hasfilled their needs in terms of position.38% of them indicate that it hasfacilitated their reintegration.These figures may explain why 47%left their company after they return...If companies want to make the mostof their expatriates’ expertise, theyshould set up appropriate services tohelp them reconnect and share whatthey have learned.When coming back, expatriatesand their families have to facea reverse cultural shock.They usually feel somehowout of touch with reality in theirhome country.
2121Usually companies have very few contactswith their employees when they are abroad.They tend somehow to forget them and usuallyfeel a little overwhelmed when they come back.They do not really know how to enhance theirExecutives’ experience and do not know eitherhow to manage them. Moreover, because of distance,these Executives have been neither included norconsulted in the company’s strategy and maydisagree with it.At this time, it is not uncommon that either expatriatesset off again for a new mission abroad - which willmake their return to “normal life” more difficult -or leave the company for a competitor, that is readyto acknowledge their skills, their talents and the addedvalue they can bring to run the business..It is hard to say how many reintegration coachingsessions are needed. They usually start before theexpatriate’s leave and they both rely on his / her willto come back and on the company’s wish to integratehim / her successfully.EXPATRIATE REINTEGRATION COACHINGEven after a shortperiod of time inrelocation, comingback home forexpatriates may notbe as easy as itshould be.BACK HOMEExpatriate reintegration coaching’s objective is to help the expatriateshare and pass on his / her knowledge. It can also be set-up for thisManager’s hierarchy, peers and subordinates to cooperate either on acollective or individual level.
2222He / she has to get used to a country he / shemay have totally or partly put aside and findhis / her marks.Like for the Executive it is hard to estimate howmany coaching sessions are needed as it dependson his / her will to adapt to this new life.Nevertheless we advise to start these sessionsprior to departure.PARTNER’S REINTEGRATION COACHINGThe issue for thepartner’s integrationis approximatelythe same as forthe Executive’s.BACK HOME
2323CHANGE MANAGEMENTThis is a paradox that Executivesand Managers cannot shirk andhave to deal with.The objective of this service is togive the client the main tools to havean appropriate communication andmanage change successfully inrespect of organizational, collectiveand individual values.Change management consistsin handling simultaneouslythe end of a paradigm and thebeginning of a new one.An international context makesthis more challenging.
2424It can be a company’s move, an identity lossdue to a M&A, the departure of a symbolic leader,a new product launch or the abandonmentof a business activity…On top of managing a new identity, a new culturewith new values and unknown ways of working,Executives and Managers have to integratecross cultural parameters - that may besometimes religious.The objective of this service is to help the clientanalyze, handle this complexity, set-up and followaction plans. It can be combined with collectiveand individual coachingThe objective of this service is to help the clientanalyze, handle this complexity, set-up and followaction plans as well as provide him / her withappropriate tools to communicate efficiently.This service can be combined with collectiveand individual coaching.CHANGE MANAGEMENTThere is a largevariety of changemanagement projects.There is no miracle solution to manage change successfully.It is more a question of associating and setting a few elements in motionwith appropriate processes in a rigorous way.
Tableofcontents25 Agnes Menso has developed different communication tools to provide companies with a full range of Coaching and Consulting services. She is inspired by current news to give her clients food for thought to reflect and perform. Follow her on Twitter and have a look at her fields of expertise.Writing: Agnes Menso - Creation: Anne Laroque - email@example.comWHAT ELSE?WEBSITEw w w . a g n e s m e n s o - c o a c h i n g . c o mCORPORATEBROCHUREto be consulted, downloaded and printedBLOGw w w . a g n e s m e n s o - c o a c h i n g . c o m / b l o g /