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.