This document discusses coaching for successful expatriation. It defines expatriates, inpatriates, and transpatriates. The top causes of expatriation failure are poor cultural assimilation, job and family issues, and lack of a repatriation plan. Effective coaching includes cross-cultural training, cultural sensitivity training, and support for spouses around employment and social networking. Coaching should clarify expectations and define the ideal candidate profile to set up expatriates for success.

1. EXPATS & FAMILY
Coaching for a successful expatriation
Anne Egros – October 5, 2010Anne Egros – October 5, 2010

2. DEFINITIONSDEFINITIONS
1.1. ExpatriatesExpatriates
2.2. InpatriatesInpatriates
3.3. TranspatriatesTranspatriates
1
2
HQs
3
Country Managers

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. 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. 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. LEVERAGING INTERCULTURAL
DIFFERENCE
Creating 3rd Cultures
Corporate Culture
3rd
Cultures
HQHQAffiliateAffiliate

7. WHY EXPATRIATES FAIL ?

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. 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. HAPPY SUCCESSFUL EXPATRIATES

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. 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. Effective Coaching:
Finding WHAT YOU need

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. Honey moon
initial
euphoria
Frustration,
Anxiety,Hostility
Acceptation
and
Adjustment
Realization
Repatriation Grief Circle
Time Span
Happiness
Culture Shock and Emotional Feelings

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. Expatriate & Spouse
Career Management
►Before accepting a foreign assignment
► Expatriation Phase
► Repatriation

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. 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