“Why did I not learn more about Finance?” I repeatedly asked myself, since I started my own business, will I ever get my head around the financial side? Will I ever get better at managing cash flow?
It didn’t make sense to me. I was good with computing cost projections and balance sheets in Global Mobility. I was an excellent math student in high school. I like numbers. My issue was that I lacked the practical understanding of a “good housewife.” I was curious to know how much a liter of milk would cost in the supermarket. I learned those little secrets of saving money in Switzerland, such as Migros and Denner are essentially under the same corporate umbrella, but you can buy twice as much food at Denner. Working as a Global Mobility Leader, I had a good paycheck. In Germany, I would even go grocery shopping in the “bio” shop Alnatura. My mother would say I could go shopping in a pharmacy. For me, this meant “quality of life.” I would not be stressed at the cashier on Saturday because five other people were in line behind me.
There was another reason why I stopped learning more about Finance, investments, and retirement savings when I was employed. I had a bad relationship with money. Money stinks. It doesn’t make you happy. When you have it, you don’t talk about it. I had all sorts of relationship issues with fortune.
If you start as a business owner or feel you need to heal your relationship with money, this article is for you. And if you are not a female founder, but feel you need to get better with money, you may also read this article. Let’s try to understand a few basics of Finance.
1 – Maintain one spreadsheet called Cash Flow Plan
If you want to run a sustainable business, work with a cash flow plan. It can be simple, but you need to have your finances in order. In the early days of my business, I asked my BFF (a Finance guru) to review my business plan. She explained that I would need to ensure that there is a cash flow in and that it is bigger than the cash flow out. Easier said than done, but I still use that same plan over ten years into the business.
2 – Move to a Fluctuating Income
When you are used to a particular lifestyle with a fixed monthly income, you rely on that paycheck often because you tend to tailor your lifestyle around your consistent monthly payment. If you are unemployed or start out as a freelancer, you must get used to a fluctuating income. You probably had 100’000 CHF in your bank account as a starting capital and reserve, and in my experience, you will need that in Switzerland in your first two years in business (unless your business is a hobby).
3 – Find your Finance Guru
Finding the Finance Guru is a challenge I have addressed with bankers several times. Most financial writing is so that no one wants to read it. Some of it does not even make much sense. I received a weird letter the other day and sent it back with edits and side comments. The main message was: We could not deduct money from your account, but there was much fluff around it. It took me a while to understand why this company wrote to me. I have started to read the Cashguru blog now, so at least I know what is happening at the SMI in Switzerland.
The most important figure I remember from uni is the relation between borrowed capital and your capital. Now, if you start, you should use your cash. That’s a lot smarter than lending. It would help to find a healthy ratio between investing and earning for the years ahead. That’s all. Remember that if you have a sole proprietorship in Switzerland, many of your reporting obligations change at the magic 100k CHF turnover mark.
4 – Learn Vocabulary
Suppose you want to appear financially competent when talking to your bank manager, financial advisors, insurance brokers, mortgage providers, or lawyers. In that case, you must know a few basics and speak their language. For example, you need to understand the interest and how it works. Also, adverse interest, debt, and how you get into debt. What is an advantage of a mortgage versus paying rent? How do open and closed investment funds work? I agreed with my bank lady that we would meet in person once a year to review the main issues, look at my risk profile, and discuss my financial planning for the year. I enjoy having a personal contact and someone who helps out in case I need urgent support with online banking.
5 – Budget the Fun Stuff
In the early years and even before I launched my company, I used to spend more than I earned. I applied “Reaganomics .” That did not work. At the time, I needed to understand that this early investment could hinder my potential to get out of the red figures in the long term. In my Female Founder past, I made bad financial decisions. For example, I started to pay myself a salary too early. I listened to an advisor and should have listened to my gut feeling. Remember that other people’s experiences in the business world could be biased. They have opened their business many years before. Switzerland has also suffered from the global economic crisis. The Swiss often have access to networks that foreigners will not get into. Also, men might have faster results than women because of the unconscious biases of their buyers.
Depending on your type of business, you should have a current account, which balances your company and your investments and costs. Please separate your private and company accounts.
My business is cyclical, and once I understood the cost and earning cycle, I could prepare myself better for the downtimes. For example, I have a lot of annual invoices in January, but January is often a slow month. It’s generally better to split invoices into smaller parts. When you ask the insurance provider, they are often willing to support you on a payment plan. If you want to be ahead of your costs, ask for larger invoices and pay them as soon as possible.
One cardinal rule is that I pay all my vendors in advance so that they would always get their money. It means that I have to budget their quarterly invoices, too, and it happened once or twice that I had to put a service on hold because of a lack of funding.
Another principle I have developed is to check my account twice or thrice a week, sometimes even daily. I will issue an invoice once the service has been delivered or the booking has been confirmed.
Many large relocation companies and training agencies have very long payment periods. I suffered greatly from these in the early years of my business. I had delivered a service but sometimes was only paid 60 to 90 days later. Occasionally, invoices got lost in cost center discussions and destructive processes. Once, an invoice was not paid by the company I worked with for over two years.
Now, I am more careful about the agreements in the contracts, and I follow up on outstanding invoices faster. Although I still see room for improvement, my financial stress eased a lot when I started using a tool for small businesses called BEXIO.
Even though Finance is not my favorite subject, I discovered that if I research more about a topic, I can reduce hassle and costs for my business. For example, I clarified how the VAT system works when working across borders. On invoices I received from service providers outside of Switzerland, I asked them to change their invoices so that my company would show as responsible for VAT. I also found a good rule for issuing invoices for service providers located out of Switzerland.
I allow most of my investments to be investments in myself. I enjoy having a beautiful working space I can go to and hang out in all day. I love to go to seminars and invest in my skills and knowledge. I know that I have to be better than average in order to stay competitive and that requires that I keep up to date with technology, and knowledge in my field and update my skills constantly. Keren-Jo Thomas helped me organize my pension and understand what I needed to improve in case I plan to stay in Switzerland during my old age. While this was a down-turner, to say the least, it helped me gain clarity. I also set up my last will and testament as I do not have children and in case of an emergency would like to ensure that my elderly relatives have financial support. Money and food have a lot in common too. If you tend to overeat, you might also tend to overspend.
Before we dive into this further in our next blog post I would like to remind you that you can always talk to me. Book your slot here via Calendly.
We thought we should pull together the main reasons, according to our experience that hinder Expat Spouse employment in the host country. This is a non-scientific analysis based on opinions and experience. There are a number of studies (Permits Foundation, 2012; Silberbauer, 2015) dedicated to the topic though.
Global Mobility providers and academics often research how family impacts “expatriate failure”. In my view, this is not enough. We should investigate how we can bring down the barriers to Expat Spouse employment. Why is it so difficult for Expat Spouses to find work in the host country? Here is a short analysis of the issues.
1- Work Permit Restrictions
Finding a job is not as straightforward for many of my clients as it is in their home countries. Even if most top host locations allow Expat Spouses to work on the partner’s dependent work permit, other countries present significant restrictions to Expat Spouse employment. In fact, while some of them do not issue work permits to any Expat Spouses at all, others may present subtleties linked to marital status or they might not recognize same sex-marriages.
2- Host Language Skills
Even though the expat might work for a global company, most jobs in the host country will require host language skills. Unless you move from the UK to the USA, you often will not have the language skills required to work in the host country. It’s important that you don’t underestimate this aspect and that you start learning the local language as soon as possible, ideally before relocating. The good news is that almost two-thirds of employers already provide this as the main form of assistance (Permits Foundation, 2012). If there is a business need, companies generally pay for a 60-hour course also for the Expat spouse. However, 60 hours is not a lot and for working in another language a basic course will not be sufficient. There are specific job search engines that filter for English-speaking roles. If you are looking to find employment in the Swiss job market, you can look up www.englishforum.ch.
3- Recognition of University Degrees in Regulated Fields and Non-Regulated Fields
While within the EU we can assume that university degrees will be recognized due to the common job market, a Brazilian doctor cannot work in a hospital in Switzerland. We call this a “regulated profession”. In the best-case scenario, you will need to go through a considerable amount of bureaucracy to get your degree converted, and this may cost you a good amount of money. In the worst-case scenario, however, if you want to keep practicing your profession, you will have to get complementary certificates in the host country. Even in non-regulated fields and jobs it seems very hard to translate degrees and determine equivalency. Very often you need to explain what your degree and experience mean in “lay terms.”
4 – Professional Networks
Another issue is the lack of a professional network, which gives access to the untapped and informal labor market in the host country. Often you can only join professional associations when you are in a corporate role or when you have graduated in the country. Building your professional network in your host country will require time and trust. You will have to start from scratch and dedicate a considerable amount of time to this activity if you want to see good results. You will also need to understand that matters of trust and relationships are culturally different, so it’s important that you act in a culturally appropriate manner when attempting to expand your professional network.
5 – Global Mobility Policy
Only very forward-thinking global mobility and global recruiting policies address the need for support for “trailing” dual career partners. While ten years ago dual-career issues on international assignments were solved by sticking to classical Western nuclear “family” models, we now want to adhere to the needs of dual careers, patchwork families, Eastern “family” models, same-sex partners, and unmarried de-facto relationships. Visionary Global Mobility policies address various support models ranging from providing a lump sum to spousal career coaching. As an intercultural career advisor, I also work with clients who decide to start a global, transferable business so that they can follow their life partner to other locations and become location-independent. Thanks to technology I can support clients in NYC as well as in Mumbai. We also support candidates to improve their personal branding in the host market, learn to network effectively and improve their interview skills and online presentations. But it’s crucial that Global Mobility Leaders update their policies and promote spouse support services rather than pay lump sums.
6 – Intercultural Bias of Our Recruiters
Our recruiters often do not understand intercultural differences. Recruiters often don’t understand resumes from other countries and outsourcing talent specialists to HR-shared service centers has not improved the chances of “foreign” candidates in the recruitment process. Most selection methods and assessments are culturally biased. For example, in Switzerland, psychometric testing and other assessments of candidates are used to assess candidates next to interviews. Riedel (2015) shows examples where highly skilled candidates from China fell through the assessment roster in a German company because of their indirect communication style. Companies should provide training on Inclusion and Diversity in an attempt to eliminate unconscious biases and ensure all worthy candidates are being considered for global mobility. This practice is not yet spread. According to KPMG, 39% of employees surveyed aren’t aware of inclusive leadership training within their organizations.
7 – Unconscious Bias of Sending Home Sponsors
PwC issued a study in 2016 on female expatriation where it appears very obvious that a lot more women would be interested in an international assignment than the ones that are actually sent. As a matter of fact, some types of assignments (like short-term, very short-term, and fly-in and out commuter assignments) are notably more popular among women than among men. If women make up 20% only (PwC, 2016) of the internationally mobile population across all sectors, it’s probably due to the unconscious bias of the sending-home sponsors who assume a female manager is not mobile even though she might have mentioned it several times. I speak from experience. If you want to guarantee that the selection of women and other underrepresented groups is fair and objective, you need to measure the relative inclusiveness of mobility assignments and ensure policies on equal access are working. If you find out they are not working, intervene as soon as possible.
8 – Research to Measure the Impact of Dual-Career Programs
In 2012, ETH Zurich conducted extensive research with several European universities on barriers to dual careers within the EU and EFTA countries. For most companies (NetExpat & EY, 2018; Atlas World Group, 2019) the presence of dual-career couples negatively affects the decision to relocate. There’s more: the spouse’s unwillingness to move because of his or her career is the first reason for turning down relocation. After all, it’s 2020, and the increasing number of households relying on two salaries should not surprise us. While in the past, small firms were relatively less affected by spouse/partner’s employment than medium and big firms, in more recent times, the impact has been similar across company sizes. There is evidently still a lot to do in order to integrate the needs of dual-career couples in the expatriation process. If you want to keep pace with reality and stand out with a far-reaching Global Mobility policy, please keep this issue a top priority.
On the receiving end, I can report that more and more expat spouses are male. There is hope. If you want to see how all these work in practice and would like to receive a proposal from us, please drop a line to Angie Weinberger (angela@globalpeopletransitions.com). I am happy to support you!
Further Readings:
The Modern Professional’s Guide to Avoiding Career Stagnation
My favourite Productivity Hacks – Seven Tips to claim back your Diary
Global Recruiting – Helping Global Talents succeed in Switzerland
Offline and Online Presence is the Way Forward for Modern Professionals
References:
Atlas World Group. (2019). 52nd Annual Atlas Corporate Relocation Survey. https://www.atlasvanlines.com/AtlasVanLines/media/Corporate-Relo-Survey/PDFs/2019survey.pdf
KPMG. (2018). Inclusion and Diversity: How Global Mobility can help move the Needle. KPMG International. https://assets.kpmg//content/dam/kpmg/xx/pdf/2018/06/global-mobility-inclusion-and-diversity-how-gms-can-help-move-the-needle-FINAL.pd
NetExpat & EY. (2018). Relocating Partner Survey Report. https://www.ey.com/Publication/vwLUAssets/ey-2018-relocating-partner-survey-final-report/$File/ey-2018-relocating-partner-survey-final-report.pdf
Permits Foundation. (2012). International Mobility and Dual-Career Survey of International Employers. https://www.permitsfoundation.com/wp-content/uploads/2013/06/Permits+Global+Survey+2012nw.pdf
PwC. (2016). Women of the world: Aligning gender diversity and international mobility in financial services. PwC. https://www.pwc.com/gx/en/industries/financial-services/assets/women-of-the-world.pdf
Riedel, Tim (2015): “Internationale Personalauswahl”, Vandenhoeck & Ruprecht, Gottingen.
Silberbauer, K. (2015). Benefits of dual-career support for expat spouses, International Journal of Business and Management, vol 3, no. 2. DOI: 10.20472/BM.2015.3.2.005.
Weinberger, A. (2019). “The Global Mobility Workbook”, Global People Transitions, Zurich.
Weinberger, A. (2016). “The Global Career Workbook”, Global People Transitions, Zurich.
Going on an international assignment is often a relationship challenge. Even if you have already been married for a long time moving abroad can bring out the best and worst in the relationship with your spouse and/or life partner.
Gone are the days of the “expat wife” sitting in the expat country club, playing tennis or painting her fingernails at the pool while an armada of the staff was taking care of the driving, children, household, and cooking. Today, life partners and spouses are of all backgrounds and all colors.
My observation is that more and more male spouses are joining female expats. We also see more same-sex couples going on assignments together. Some couples plan to have a family while on assignment, while others have children living in boarding schools in different countries. My advice here is mainly for dual-career couples. If you have children, you might face other challenges, but usually, there is more support around finding schooling by companies than helping with spouse adjustment.
Here are five principles you can use to help your spouse adjust to the host country faster.
1) Make sure you understand all legal obligations when applying for a residence and work permit.
Make sure you have understood the legal obligations in case you are not legally married. Is your life partner allowed to reside in the country? How hard or easy is it to receive a work permit? Did you consider adequate health, accident, and life insurance coverage? Work permit legislation can be tricky, even for married couples. Make sure you understand the implications of your work permit type for your spouse/life partner.
2) Help your spouse with the job search by building your network in the host country fast.
Try to find out how to build up a network in the host location fast. Speak to agencies and headhunters about job opportunities. Understand the role of agencies/headhunters in the process before you contact them. Build on- and offline networks to find a job. Help others too, so that you will be considered when it is your spouse’s turn to look for a job.
3) Get intercultural training to understand cultural differences.
Understand the cultural differences in how to write an application and how a resume typically looks for the host country. What are the usual ways of getting a job? How important are personal introductions? Who should sponsor your spouse? Getting a social life and making friends together will help in the transition into the new culture. Try to make time for events so that your spouse feels that you are on this adventure together.
4) Utilize support offered by your company.
Utilize the resources of the company you work for. Request for help. Some companies offer spouse career coaching or job coaching. f you have a chance get coaching for your spouse. The transition into a new country is stressful. Sitting at home without a real task can trigger depression or a feeling of loneliness.
5) Discuss a fallback option with your spouse.
In case your spouse cannot find a job in the host location, come up with a fallback option and value work even if it does not generate family income. Examples include volunteer work, social engagement, university degrees, freelance work, or building up a company. Sometimes I have observed that expatriates are so busy with starting a new job and a new life that they forget to listen to and support their partners. This might be more important than anything else. I have seen couples who agree that they take turns in advancing their career. After this assignment, your spouse should be able to pick the next role or location first.
I find it critical for a couple to live together (or close to each other) during an international assignment. Commuting creates separation and your life will diverge. Also consider that even though your career step might be important, it does not mean your life. So once in a while, you might be better off, turning down an international assignment to save the relationship.
If you would like to discuss your or your spouse’s situation with me, kindly reply or book an appointment via Calendly.
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We are excited to announce our upcoming online workshop series, designed to prepare you for the HireMeExpress program.
Workshop 1: Partnering Masters – Building Effective Relationships
Friday, 14 April 2023 from 12:00 PM CET till 1:00 PM CET
Workshop 2: Powerful Missions – Having a Voice in a Sea of Noise
Friday, 21 April 2023 from 12:00 PM CET till 1:00 PM CET
Workshop 3: Persisting Mindsets – Designing Work to Support a Global Lifestyle
Friday, 28 April 2023 from 12:00 PM CET till 1:00 PM CET
If you’re interested in learning more, we invite you to sign up for further updates on the next free workshop series, which will be starting shortly.
During these three workshops, you’ll have the opportunity to get to know Angie Weinberger and learn more about her unique approach to working with participants in the HireMeExpress program. In addition, when you sign up, you’ll receive free tips such as our 21 FRESH RESUME CHECKPOINTS, which can help you make your resume stand out from the crowd.
We believe that these workshops will be an excellent opportunity for you to gain valuable insights and prepare for success in the HireMeExpress program.
Thank you for your interest, and we look forward to seeing you at the workshops!
Best regards,
Angie Weinberger
Did you go to a party last night and ask Karen, the other Expat Spouse across from you, how she managed her transition to Switzerland? And did Karen say: “Just reinvent yourself!”.
This is a dreadful sentence to tell any newbie in a new place.
This sentence is advice you often hear when you lose your work or are still looking for a new job in Switzerland.
You are a New York, London, Frankfurt, or Mumbai professional. You have a career stamped on yourself. Telling you to reinvent yourself is like saying, “Why don’t you just run a marathon after recovering from COVID-19.” People make it sound so simple; it makes you feel guilty and shameful because it seems to them it’s something that you can or should do.
Not only is reinventing yourself a considerable challenge (on top of the extra obstacles you will face in a new and less well-known environment), but doing so often means letting go of your dreams. And accepting that is a big challenge in itself when you are sacrificing your goals so that your partner can follow theirs.
At parties, you say, “I’m a Senior Consultant / Director / Lawyer / Doctor / Scientist.” Then, you talk about the pleasure of long-distance travel in times of terrorism, or you mention that your partner is away too often and that the kids know the nanny better than their parents, or you explain that you never go to the city because you feel that childcare is too expensive. You rather stay at home than trust your kids to another person.
Your professional reputation has fueled your ego, and you did everything to improve it. You attended courses, webinars, conferences, and networking events and read everything you could about the topic while commuting to work. Not to mention that you routinely ensured that your social media profiles reflected your success only, and you confirmed your name was published at least once a year.
Then out of the blue (or even because you were following a long-term idea), your spouse gets a job offer in Basel, Switzerland, or your job is outsourced to Pune, India. After the initial excitement or shock, you start to consider what a career change means for you right now. You can consult blogs and books on the matter. From one day to the next, you worry about your branding as a professional. And you might even notice that you don’t know what you want.
Finding out what you want is difficult, so I recommend you work with a career coach to develop a vision of your next role and a long-term career vision. What I found even more challenging, though, is to let go of my old career.
I had acquired a status in HR, and in my new role, I felt like a beginner again. In our cultural context here in Switzerland, we say, “Schuster bleib bei Deinen Leisten!” (Cobbler, stick to your last!). We are encouraged to change our chosen career paths.
Let’s hang with the cobbler analogy for a while. I might not have told you yet that my grandpa was a shoe repairer in post-war Germany, and my grandma ran a shoe shop for the longest time, so I have a particular fondness for shoes, and the smell of leather and glue always brings me back to their workshop.
We know well that a shoe we have worn for a while is comfortable. New shoes often feel too tight or too big for us to fill. Imagine getting out of your patent leather shoes and into hiking boots. That would be comparable to the change you are going through.
It would help if you broke your new career boot in. You might know already consciously that the hiking boot is more practical, fits better to your personality, and has more value on icy mountain grounds, but you still feel the burden of a heavier shoe.
It would be best to throw your old patent leather shoe into the mental “Altkleidercontainer” (the recycling bank for old clothes and shoes). Here are seven ideas on how you can do that.
- Advantaging: Write down all the advantages of the hiking boot. Think of every aspect of your new career and how it looks and feels. Run meticulous research. Interview industry experts and speak to friends who work in this area.
- Wearing: Work in your hiking boot at least one or two days a week by volunteering or finding a cause in this profession worth supporting. Get a consulting project before you commit full-time.
- Pretending: Pretend you are already experienced in walking with the hiking boot, attend seminars and networking events wearing a badge with your new role, and have business cards printed.
- Updating: Update all your biographies, social media profiles, and websites and show that you are wearing the boot already. Mention your new role and functional title. Be the career you want to be.
- Noting: Leave post-its in your office, bathroom, and home with a visual anchor. For example, if you want to become a scientist working in the pharma industry, you could jot down a company logo that you find attractive or a picture of you with security glasses.
- Spacing: Develop a space that signifies “productive work” in your new career. It could be an office or an area on your kitchen table. This area is reserved for work in your new job only.
- Storytelling: Write down your ideal client’s story, someone who will depend on the results or fruits of your new labor. Who is that person, what is essential to that person, and how does this person live?
These are seven ideas for letting go of your old career and reinventing yourself. There you have it. Do let us know how you are handling it, and if you need help progressing, you can always email me.
The HireMeExpress program is now closed for sale. We would still love to have you as a reader and Club Member here
https://globalpeopletransitions.com/become-a-reader-of-the-global-people-club-sandwich/
Guest post by Val Bath
Our ability to build culture mastery doesn’t rest only on knowing about another culture, but also on our ability to appreciate what values, habits and behaviors affect that culture.
Given this challenging year and the need for cross-cultural understanding, the ability to regulate one’s emotions when working with others from diverse cultures is critical. The Culture Mastery 4C’s Process™ surfaces the “why” behind the cultural differences and responses. In this article, we will explore the 4 steps in the process which bring together the practice of coaching and intercultural training. The goal of the program is to teach coaches and other leaders in talent development to guide their clients on a journey from the identification of cultural preferences through the establishment of real-world solutions.
Culture consists of many things. It encompasses tangible elements such as food, language, customs, religion, and dress as well as intangible elements such as values, beliefs, and traditions. These intangible elements are often full of emotions. The emotional component frequently gets overlooked in most models and most informational cultural presentations – but that’s the one component that is the most critical when you get to the core of succeeding in another culture. This emotional undertow often makes changing and working with other cultures a struggle and will define how difficult or easy it will be for anyone to adjust to the habits and behaviors of the new culture.
Culture manifests itself in the interaction between individuals. Our culture reflects both our values, our dreams, and our beliefs, and it reflects our talents, our skills, and the habits we learned from our surroundings. Similarly, our counterparts also exhibit their values, beliefs, skills, talents, and dreams, through their culture manifestation. When we interact with each other (and if we are observant) we will discover our own values, behaviors, perspectives and their values, behaviors, perspectives.
Our journey to understanding another culture and to culture mastery consists of 4 phases – 4 C’s – Calculate – Choose – Change – Create.
The process starts with the first C – Calculate. You calculate your preference on the continuum of each cultural variable and thus learn your own Cultural Blueprint. You then compare it with the Cultural Blueprints of your co-workers/staff/clients/ partners from another country/culture and calculate the gaps between your preferences and theirs.
The second C – Choose – takes you through the process of choosing your negotiable and non-negotiable variables. Making that choice from the perspective of your values will allow you to understand which behaviors/habits you can adjust.
The third C – Change – teaches you the process of changing your cultural attitudes, habits and behaviors when dealing with negotiable variables.
The fourth C – Create – helps you create cultural alliances and agreements for those variables that are non-negotiable.
The following ICF coaching competencies are incorporated into the Culture Mastery 4C’s Process:
- Coaching Mindset: Remains aware of and open to the influence of context and culture on self and others.
- Co-Creating the Relationship: Seeks to understand the client within their context which may include their identity, environment, experiences, values and beliefs.
- Coaching Presence: Is fully conscious and present with the client, employing a style that is open, flexible, grounded and confident.
- Communicating Effectively: Considers the client’s context, identity, environment, experiences, values and beliefs to enhance understanding of what the client is communicating.
ABOUT THE AUTHOR
Valerie Bath is a recognized authority on cultural relativism and its impact on the productivity and profitability of individuals and global organizations. She has trained consultants, coaches, and employees from multinational corporations over the past 15 years. Previously, she had a career at Accenture and for scientific technology leader Texas Instruments Semiconductor. In both organizations, Valerie designed and implemented enterprise-wide multi-continent systems solutions working with clients and colleagues in the US, Asia, and Europe.
For more information about the Cultural Mastery 4Cs Process::
https://webinars.globalcoachcenter.com/
Please watch the testimonials: www.globalcoachcenter.com/services/assessment/
in English, French, and German.
#crossculturaltraining #crosscultural #coaching #CultureMastery #CCE #ICF #expat #culturaltraining
