Disempowering beliefs and how they may be reframed:
Appendix B.
On assignment
Once on assignment, it is crucial for the coaching to be able continue, providing essential moral and psychological support of the Client, along with support to enhance their work performance. With most companies, this is exactly when any support program offered comes to an end and there is an expectation that the expatriate will by now be fully prepared for all eventualities. Usually, this is far from the case. Once the preliminary settling in period is over, many new assignees and their accompanying spouses will encounter a range of issues with which they will require support. They may experience excitement and wonder at the new environment and culture, but this may give way to the frustrations of language issues and differing cultural mores. The enjoyment of new friendships will be balanced by sadness of missing old friends and family. New schools may not be all that they had seemed to be upon enrolment, and different work ethics and social structures may lead to reduced effectiveness in the office. One very common issue relates to previously working spouses who now find themselves unable to find suitable work – there is often a great need for them to be supported as they seek to establish new and fulfilling roles for themselves.
Modern technology allows for the Client to remain supported by the same Coach, enabling a continuity and background of understanding and trust, which will truly support the Client. The Client will know that they are not judged, but can be held accountable to goals and values they themselves have previously set, with the Coach providing a stable frame of reference for them. The Coach’s role in this ongoing relationship will be to continue to provide that safe and trusted space, to help the Client to clarify their thinking and to create appropriate action-plans enabling them to move forward.
In a cross-cultural environment, there are many tools which a Coach has to offer the Client, and these are noted in Appendix C
The time frame of these session(s) will be Client specific, however it would be most valuable to schedule the first session within 4- 6 weeks of arrival, followed by further sessions as needed. This allows a reasonable amount of time for the Client to settle and begin to experience their new life, along with it’s challenges, for real.
In addition to those issues which relate specifically to the actual overseas assignment, Clients can of course also be coached on other more general issues which they may be facing, and for which they may require support : issues such as parenting problems, relationship issues, health issues.
Upon Repatriation
Once the assignment draws to an end, the need for Coaching remains, as the issues relating to repatriation are as important as those relating to the original expatriation. Issues will vary for individual Clients, but may include both personal and professional issues, such as; the value placed by the MNC on the Client’s international experience; career expectations of the Client versus the career opportunities available; reverse culture shock; loss of newly found friends, freedoms and lifestyles. The coaching tools listed in all three Appendices may be useful during this phase of coaching.
Conclusion
International assignments are increasingly common, and have a lot to offer both companies and individual employees who take up the challenge. Such assignments do not always end in success, and the cost of failure to both parties can be high. Whilst many companies have improved their practices over the years to better select and support their overseas employees, this has tended to focus on pre-departure support. Coaching provides an array of tools which may be used most effectively to support employees prior to their departure, whilst on assignment, and during the repatriation process.