2. Definition of an Expatriate
An individual, regardless of their job, role or
seniority, who has been displaced from their
home culture to a new foreign, host culture.
3. • Three times investment in expatriates
• Return under-realized
• 20% return early - difficulties adjusting in host country or
job dissatisfaction
• For those who stayed - 30% under-performed
• 25% who completed an international assignment left and
joined competitor within one year after repatriation
Are You Getting the Return on Your Expatriates?*
*Source: Harvard Business School
4. Effective Expat Management Reaps Benefits …
Measurable Immeasurable
Personal
Valuable experience for promotion and
career opportunities
Professional and personal growth
Compensation
High individual work productivity
High level of family happiness
International experience for family
Organizational
Savings on replacement costs
Retention of key talent
Commercial Success
Increasing knowledge and global capability
Return on Expat Investment
High team morale and productivity
Engagement with company
Willingness of other key talent to take
international assignments
Positive employer branding (attracting unsolicited
talent)
5. … a poorly planned assignment has costs
• Loss of key talent
• Long term commercial stagnation
• Replacement costs
• Career jeopardy
• Broken families and relationships
6. Measuring Expatriate ROI
• Lower Productivity
• Longer Adjustment
• Culture Shock
Poor Fit
No Support
Low Motivation
• Higher Productivity
• Shorter Adjustment
• Growth
Selection
Coaching
High Motivation
*see Appendix
7. Social competence is key to success
• Most are programmed to work with people who are similar
• How do I feel about people, places and things that are
foreign to me?
• Do I feel the need to change?
• Interdependence between your family, personal history, home
culture, company culture
8. The Expat Compass Coaching Service
Client led conversations structured to build self-awareness of
the client’s strengths enabling achievement of goals
• Everyone’s situation is unique
• Experience and history shapes mindset and behaviours
9. Created by: Lawrence Chi
lawrence@TheExpatCompass.com
The Expat Compass Coaching Model
What are my
current
perspectives and
behaviours?
What are
culturally
acceptable
perspectives and
behaviours?
What are others’
perspectives and
behaviours?
Successful
Cross Cultural
Relationship
Management
10. The Expat Compass Mission
To Coach Expatriates to Grow
Personally and Professionally
11. Your expats benefit from The Expat Compass
coaching …
• … if they seek professional and personal success in an
international placement or foreign residency…
• … if they are committed to a journey towards
sustainable and authentic mindset change.
12. My Experience ….
20 years of Asia-based Senior Executive experience in
interviewing, selecting, coaching, and mentoring hundreds of
expatriate leaders and managing cross cultural corporate
partnerships.
15. My Coaching Values
• Trust
• Authentic and sincere
• We’ve travelled the same road
• Safe coaching environment
• Support and challenge
• An open mind
• High ethical standard as defined by the International Coaching
Federation (www.coachfederation.org)
16. Case Study
On-Boarding the Expatriate Executive
A newly arrived expatriate executive moved to China to lead a
significant business for a conglomerate. His success was essential
because the company was growing and the revenues from his
business would finance other growing businesses. It also played an
integral part in establishing the consumer brand. Our coaching
sessions were geared towards leading and managing people and
conducting business in China and our partnership eventually lead
to re-evaluating and changing his organization and leadership team.
Result: His business grew from USD$50 Million (Year one) to
USD$80 Million (Year Three) in a USD$100 Million company.
17. Case Study
Getting on Track
A tech-heavy education start-up in a multinational company promoted and
relocated a mid-level manager to the CTO. While the General Manager
recognized that the promotion to an executive position was a stretch, he hoped
that she would gain the necessary gravitas as the business grew. During our
coaching sessions, she understood the steps towards gaining the necessary
experience and skills to manage the day-to-day demands of a start-up but also
formulated a strategic, forward looking view of the business. We mapped out an
action plan with milestones during our coaching sessions, initiated and acted
upon a 360o feedback exercise with frequent check-ins with the General Manager
on progress.
Result: The CTO established her technical capability and built trusting
relationships with her executive peer group. She led her team to ensure tech-
related issues were completed timely and was recognized as a responsive internal
service provider.
18. To Schedule a Discovery Session …
• Lawrence@TheExpatCompass.com
Follow Me At:
• LinkedIn
• Twitter: @coach4expats
• www.TheExpatCompass.com
