The most common reasons why international assignments fail
- Studies* have shown that in more than 50% of all international assignments worldwide cultural differences represent a key challenge.
- If assignments end prematurely, the reason in 40% of all cases lies in the unhappiness/dissatisfaction of the accompanying spouse.
- Expats who have returned to their home country are three times more likely to leave their organization in the first year after their return than other employees.
- These findings can also be applied to experts and executives recruited abroad.
What can international staff and the organization do to make integration a success and beneficial for both parties?
I see myself as a culture guide for you and your family.
I will give you orientation in the professional and the private sector – before, during, and after your stay abroad.
Expat Coaching facilitates a positive start und a successful and rewarding time in Germany, and after your return a smooth restart in your home country.
Organizations are mostly faced with the following questions:
- What are your expectations as an organization when faced with the challenge of integrating a foreign member of staff?
- What are the expectations the foreign member of staff brings with him?
- How can you make sure that the integration of the mew member of staff runs smoothly?
What organizations can achieve with my coaching:
Within the framework of a joint team coaching, existing and new employees will become aware of their own values and orientation systems.
In addition, everyone will learn about their colleagues’ values and orientation systems as well.
This will form the basis for developing common rules that facilitate harmonious and profitable collaboration in the long term.
I offer you:
*Price Waterhouse Coopers LLP: ‘International Assignments: European Policy and Practice 1999/2000’
Price Waterhouse Coopers LLP: ‘Measuring the value of international assignments’, 2006
GMAC Global Relocation Services: ‘Global Relocation Trends 2003/2004’