At the same time, changing trends in the workplace have meant that whilst many executives see the need for an overseas assignment as a necessary part of their career progression, the advent of dual careers has made the decision to become expatriate harder to reconcile within the family context.
So, despite a more finely tuned selection process at the corporate level, assignments are still failing at unacceptably high rates, with the associated costs, both in dollar terms and in emotional terms. It seems that selecting the right people is, on it’s own, not enough. Whilst it is now widely accepted that pre-departure and cross-cultural training can greatly help the success of an expatriate posting (Weech 2001, Mendenhall et al 1997), less than 25% of companies offer any form of training or coaching in preparation for the assignment (Hogan and Goodson 1990). And in many cases this pre-departure support focus on practicalities such as housing, schooling and shipment of belongings, rather than on supporting the individuals and their families on their emotional and developmental journey overseas.
The Cost of Failure in International Assignments
Various studies have sought to put a figure on the cost of failed assignments. Costs relate to the early return of the expatriate and accompanying family members, revenue loss due to poor performance on assignment, and high staff turnover upon repatriation. Costs therefore include the total cost of relocation, compensation, termination of contract, recruitment of replacement staff, lost business opportunities and damaged client/government relations. Taking all these points into consideration, the cost of a failed expatriate assignment can be estimated as being up to 5 times the total renumeration package per person.
From the individual employees viewpoint, the costs are far more difficult to quantify – what price the career setback, the loss of self-confidence due to the failure assignment, and the trauma of family disruption and assignment of blame?
The Role of Coaching
Coaching has been described as being fundamentally about discovery, awareness and choice. Empowering people to find their own answers, and then encouraging and supporting them along the path.
Most people come to coaching because they are looking for, or at, a change. In this instance, perhaps the Client has themselves sought out the opportunity for an overseas assignment, and is looking for objective support in making an informed decision. Or perhaps the opportunity has been offered to them out of the blue, a completely unexpected turn on the path, and needing lengthy deliberation. Whichever way, employees and their families who are contemplating the opportunity of an expatriate assignment, are standing at the start of a path into the (largely) unknown.
The cost of failure is high at both the personal and professional level, and the expectations of all involved (family, friends and bosses) are equally high. Financially, it’s a great opportunity. Career-wise, a great opportunity. As a life experience, a great opportunity. However, is it the opportunity they want, the path they want? What are they prepared to give up? To forgo? As a mechanism for focusing on what the Client truly wants, and achieving it successfully for all concerned, coaching has much to offer this process.
An Expatriate Coaching Program for Success
Below is a proposed coaching program which supports the success of the expatriate assignment. To be most effective, it is structured into three phases : In Home Country, On Assignment and Upon Repatriation.
- In Home Country
Home Country coaching can play a critical part in ensuring success abroad. This can be divided into two phases; the Pre-decision phase includes the period from receiving an offer of the assignment up to accepting it, whilst the Pre-Departure phase relates to the period from acceptance of the offer up to actually leaving for the assignment.
- In Home Country - Pre Decision
The starting point here is that the Client has been offered an overseas job assignment, and the focus of this session is to explore this issue. The desired outcome of these sessions will be clarity and action to move forward onto a decision. Bearing in mind that one of the most common reason for failure of the assignment is the failure of the accompanying family to settle, it is very important that from the outset accompanying family members are involved in the coaching process. Coaching can be done either on a group basis or carried out individually. It may be that more than one session is required in this pre-decision phase, particularly if the opportunity has arisen “out of the blue”.
The role of the Coach will be to assist the Client in exploring all aspects of this new opportunity. Some useful powerful questions to get the Client exploring are attached in Appendix A. In addition, an exploration of the Client’s own values should be pursued – important life decisions which are not aligned to life values have less chance of real success and personal fulfillment. The Client may be asked to consider the values that are important to them at this point in life, and then to project out into the future and envisage how these values will honoured in their new overseas life.
Whilst the decision-making process result in an “on balance” decision, only a full exploration of the issues will lead to a fully supported and transparent decision, thereby giving it a higher chance of success.
- In Home Country - Pre-departure
A coaching session pre-departure will serve two purposes : a re-affirmation of the decision making process and to put in place on-going support structures for the assignment period.
By now the Client will be fully involved in the practical aspects of relocation and a period of instability will ensue. Excitement will be tempered by anxiety and however much such a change has been sought, the reality of the process can be daunting. At this difficult time, the coaching process offers a safe space where the Client can give voice to their hopes, fears and anxieties, knowing that they will not be judged.
During this period, the Coach’s role is to support and enthuse, assisting and encouraging the Client to stay true to their values and vision, helping them to reframe negative perspectives and shrug off limiting beliefs and behaviours. Some examples are given in.