Thinking about Starting a Business as an Expat Coach?
My Most Significant Learning in Over a Decade of Running an Expat Coach Business
“There’s always an open door.”
I started my Expat Coach Business in 2010 with a blog and officially launched two years later, leaving a well-paid career and jumping ship. I learned that there’s always an open door and that whenever I hit a wall, I needed coaching myself, and then more doors would open. This is one of the rare occasions where I spoke about my journey, and in the last few days, several clients asked me for advice on how to start an Expat Coach Business. So, I’m pulling my thoughts together. Please reach out to me for a consultation.
Contact Card 2
Starting an Expat Coach Business in Zurich
requires careful planning and consideration of various factors. Here are some important aspects to focus on:
1. Legal Requirements: Ensure you understand the legal requirements for setting up a business in Zurich, including registering your business, obtaining necessary permits or licenses, and complying with tax regulations. Consulting with a local business attorney or advisor can help you navigate these requirements.
2. Market Research: Conduct thorough market research to understand Zurich’s demand for expat coaching services. Identify your target audience, their needs, preferences, and the competitive landscape. This will help you tailor your services and marketing strategies effectively.
3. Cultural Understanding: Zurich has a unique business culture and customs. Understanding cultural nuances and business etiquette is crucial for building client relationships and credibility. To gain insights into the local culture, consider networking with local expat communities or joining professional organizations.
4. Language Skills: While English is widely spoken in Zurich, having proficiency in German or French can be advantageous, especially when dealing with local clients or navigating administrative processes. Consider enhancing your language skills if necessary.
5. Networking: Networking is essential for building a client base and establishing partnerships in Zurich. Attend industry events, join professional associations, and connect with fellow coaches, expats, and potential clients through online platforms or local meetups.
6. Financial Planning: Develop a solid financial plan that outlines your startup costs, projected income, and expenses. Consider office rent, marketing expenses, insurance, and professional development. It’s also essential to set pricing for your services that reflects the value you provide while remaining competitive in the market.
https://globalpeopletransitions.com/females-food-and-finance/
7. Online Presence: Establish a solid online presence through a professional website and an active presence on social media platforms. Showcase your expertise, testimonials from satisfied clients, and valuable content to attract potential clients and build credibility.
We have a series and several blog posts on how to start and improve your online presence.
Offline and Online Presence is the Way Forward for Modern Professionals
8. Continued Learning and Certification: Invest in continuing education and certification programs to stay updated on the latest coaching trends and best practices. This will demonstrate your commitment to professional development and enhance your credibility as a coach.
To gain further insights and guidance specific to starting a business as an expat coach in Zurich, consider reaching out to:
– Local business incubators or entrepreneurship support organizations
– Chambers of Commerce or industry associations in Zurich
– Experienced expat coaches or entrepreneurs in Zurich for mentorship and advice
– Expatriate communities or forums where you can connect with fellow expats and exchange insights
– Professional coaches’ networks or associations for resources and support tailored to your profession
Focusing on these critical areas and seeking advice from relevant sources can help you lay a strong foundation for your expat coaching business in Zurich.
The primary difference between an expat coach and a “normal” coach (often referred to as a life coach, career coach, or executive coach) lies in their specialization and focus on addressing the unique challenges and needs of expatriates or individuals living and working abroad.
We recommend these NETWORKS:
https://docs.google.com/spreadsheets/d/1srsiTHMKS6dNc3Fy-GtzpLELrkLgix1vT1w7hGTW1Ng/edit
What is an Expat Coach
- Understanding of Expatriate Challenges: An expat coach is trained and experienced in understanding the specific challenges faced by individuals who are living, working, or studying abroad. These challenges may include cultural adjustment, language barriers, homesickness, career transitions, cross-cultural relationships, and identity issues.
- Global Competency: Expat coaches have a deep understanding of different cultures and cultural dynamics. They can help clients navigate cultural differences, develop cultural competence, and adapt their behavior and communication styles to thrive in a multicultural environment.
- Relocation Support: Expat coaches provide support and guidance to individuals and families before, during, and after relocation. They help clients prepare for the challenges of moving to a new country, make informed decisions, and effectively manage the transition process. We often connect our clients to relocation experts and other Subject Matter Experts in Zurich so it is important to build a good network.
- Career Transition and Development: Expat coaches assist clients in exploring career opportunities abroad, leveraging their skills and experiences in an international context, and overcoming career-related challenges such as job search, networking, and professional development in a new cultural environment.
- Personal Development and Well-being: Expat coaches focus on their clients’ holistic well-being, addressing not only career-related concerns but also personal and emotional challenges associated with expatriate life. They help clients build resilience, cope with stress, enhance self-awareness, and develop personal growth and fulfillment strategies.
- Cross-Cultural Coaching: Expat coaches provide cross-cultural coaching to help clients navigate cultural differences and develop intercultural competence. They facilitate cultural awareness, sensitivity, and effective communication across cultural boundaries.
- Knowledge of International Resources: Expat coaches know of international resources, networks, and support services that can assist clients in accessing information, assistance, and community resources specific to their needs as expatriates.
While the skills and techniques used by expat coaches may overlap with those of other types of coaches, their specialization in expatriate issues and understanding of cross-cultural dynamics distinguish them from “normal” coaches. This specialization enables expat coaches to provide tailored support and guidance to individuals navigating the complexities of living and working abroad.
1 – Obtain Your Basic Training
Check with Sundae Schneider Bean if she offers Global Coach Coalition again. This course is great if you already have a basis and start a coaching practice.
https://www.sundaebean.com/global-coach-coalition/
My coach trainer for individual and group coaching (in Munich, and she only works in German):
This looks interesting, too:
https://coachcampus.com/articles/become-an-expat-coach/
2 – Gain More Experience
Initially, you work with test and pilot clients, but you should move to paid clients as soon as someone is willing to pay you. For more practice and coaching hours, you could work with a coaching platform like EZRA and Coach Hub.
https://helloezra.com/why-ezra
https://www.cbinsights.com/company/coachhub/alternatives-competitors
https://www.saasworthy.com/product-alternative/35389/coachhub-io
3 – Always Continue to Study and Learn
My current training in TA:
If I did not study at Eric Berne Institute, I would study at IAP. It has an excellent reputation in CH:
I can also recommend “Transkulturelles Coaching” in Lucerne.
https://www.ikf.ch/de/kurse/cas-transkulturelles-coaching
Kirsten Nazarkiewicz and Gesa Krämer’s courses are excellent too.
https://en.consilia-cct.com/news
You can check what they offer in English:
https://beedu.ch/en/offer/ikf-mas-transkulturelle-kommunikation-uebersetzen-ikf-hds-sal
Not sure about this one yet. It appeared while searching for the 3rd big provider.
4 – Work with a Relocation Management Company (RMC) and Get Listed on Digital Global Mobility Platforms
When I started, I worked with CROWN Relocations, and you can find a Relocation Management Company (RMC) willing to work with you as a freelancer. There are also platforms such as XPATH GLOBAL, but my success in getting work through them is very limited. I’ve been on this platform for a year and have had 0 inquiries.
Handout 113_Helpful Links in Global Mobility_(2024)
5 – Join the Relevant Associations
I certainly recommend you join SIETAR Switzerland and FIGT. Please mention me in both associations as a reference.
Keeping up to date with intercultural research is more important than being certified by a general coaching association. I subscribe to the ethical principles of the ICF and keep my competency level updated, but I am not a member (yet). This might be important for a new coach. As a German speaker on the verge of Swiss citizenship, I would probably join BSO rather than ICF. As an English speaker, the ICF may be better if you plan to move to other countries again.
6 – Accept my Caveats and Reality Check
The term COACH is not protected in Switzerland. Hence, you can call yourself a coach any day now. But that also leads to confusion. Quality and branding are critical, and building a business is not for the faint-hearted. It would help if you had a lot of energy and capacity. It is a full-time job in the first five to ten years, but then you might be able to work less than 50 hours. Read my accounts of the rollercoaster of starting and maintaining a startup company through the first five years. It also always helped me to have a second leg to stand on (as a subject matter expert I am teaching Global Mobility and was pulled into corporate projects during the last decade).
7 – Ask me for a consultation and coach supervision
While the skills and techniques used by expat coaches may overlap with those of other types of coaches, their specialization in expatriate issues and understanding of cross-cultural dynamics distinguish them from “normal” coaches. This specialization enables expat coaches to provide tailored support and guidance to individuals navigating the complexities of living and working abroad.
As an expat coach, my specialization lies in understanding the unique challenges faced by individuals who are living, working, or studying abroad. I am trained and experienced in helping clients navigate cultural adjustment, language barriers, homesickness, career transitions, cross-cultural relationships, and identity issues.
My deep understanding of different cultures and cultural dynamics allows me to assist clients in adapting their behavior and communication styles to thrive in a multicultural environment. I provide support and guidance to individuals and families before, during, and after relocation, helping them prepare for the challenges of moving to a new country and effectively managing the transition process.
In addition to career-related concerns, I focus on my clients’ holistic well-being, addressing the personal and emotional challenges associated with expatriate life. I help them build resilience, cope with stress, enhance self-awareness, and develop personal growth and fulfillment strategies.
I facilitate cultural awareness, sensitivity, and effective communication across cultural boundaries through cross-cultural coaching. I also provide access to international resources, networks, and support services that can assist clients in accessing information, assistance, and community resources specific to their needs as expatriates.
My specialization in expatriate issues and my understanding of cross-cultural dynamics enable me to provide tailored support and guidance to individuals navigating the complexities of living and working abroad. As a founder and experienced coach, I can also provide coach supervision and consultation on how to start a business in Zurich.
CONTACT ME via https://calendly.com/angieweinberger
MORE NETWORKS:
https://docs.google.com/spreadsheets/d/1srsiTHMKS6dNc3Fy-GtzpLELrkLgix1vT1w7hGTW1Ng/edit
ASK ME
Handout 113_Helpful Links in Global Mobility_(2024)
Related:
How to Become a Digital Nomad as a Coach, Trainer or Consultant
Digital Nomad Series
What To Consider When Conducting Business Abroad
By Brooke Faulkner
As the world becomes more connected, many businesses are dreaming of expanding into other global markets. In fact, 54 percent of US companies already have some foreign market involvement, according to statistics from Rutgers University, and a whopping 80 percent of business executives agree that U.S. companies should expand internationally for long-term business growth. Increased digitization may make foreign expansion seem like a piece of cake, but in actuality, many factors contribute to realizing success as a truly global business. Here are three things to consider when conducting business abroad:
Invest in Workforce Diversity and Hiring
The HR component of a business is often looked at as a follow-up measure after the integral team has established a presence in a new market. However, when doing business abroad, it is vital that HR and hiring processes are a part of the globalization vision from the very beginning. Since it’s critical to find the right balance between international structures and local processes, senior leadership must give due importance to HR systems and hiring processes.
Global success is a product of culturally knowledgeable leadership and management teams. Thus, diversity of board makeup is very important. In fact, “83 percent of executives believe that diversity has enhanced brand reach and reputation.” Diverse leaders and employees are integral when expanding overseas — not only to connect with local consumers, but also to understand local rules, regulations, and traditions. For example, the board of directors at MasterCard include executives from the United Kingdom, India, the United States, Mexico, Belgium, and Hong Kong. It is often more prudent to use talent from overseas to lead teams working within a specific region.
That being said, businesses must be aware of the visa, work permit, taxes, and social security procedures required for individuals to live and work in another country. To be globally efficient, a company must have a Global Mobility Team that is agile and adaptive.
Have a great Global Mobility Team
Consider the example of London-based Diageo, a premium beverages company with offices in 80 countries and a presence in about 180 markets. Diageo has created the appropriate Global Mobility Team for different markets by using a customized shared services model. This model provides consistent service to employees and can easily be adapted to adhere to local market requirements. The company’s two centers in Europe and North America serve as virtual hubs, providing faster service to employees in terms of processing paperwork, legal requirements and more, wherever they are.
Within Europe, crossing borders seem easy but cross-border workers might trigger immigration, tax and social security risks for the company. It is therefore vital to work with service providers who monitor all cross-border activity.
International Marketing Campaigns
Marketing campaigns change drastically when doing business abroad. It’s not enough to simply transpose a campaign used at home to another country. When taking a brand overseas, one must remember that what works for one set of people might not necessarily work for another.
Consider this Procter & Gamble example of doing business in Japan: When the company started selling Pampers in Japan, it used the image of a stork delivering a baby on its packaging. This image worked wonders in the U.S., but not so much in Japan. The company later found that the Japanese market was quite confused by this imagery, as stories of storks bringing babies aren’t part of Japanese folklore. Rather, the Japanese stories center around giant floating peaches bringing babies to parents. Had Procter & Gamble chosen culturally relevant imagery for their campaign, they would probably have had more success in Japan. Thus, it’s very important to know one’s audience, and thoroughly research culture and traditions prior to executing an international marketing campaign.
Check the Risks of Technology
The role of technology cannot be ignored when it comes to globalization. For one, technological advancements allow for rapid, real-time communications enabling customers to purchase products made anywhere around the globe. This, in turn, allows for pricing and quality information to be available to customers at the click of a button, resulting in very informed buyers with high expectations. Keeping the impact of technology in mind, business leaders must understand that they will lose pricing power — especially the power to set different prices in different global markets.
Secondly, it is technology that makes virtual hubs like Diageo’s possible. Two of the many benefits of digitization, especially relevant to doing business abroad, is the ability for employees to work remotely and the capability for global collaboration. So in case of a work emergency, where it isn’t possible to quickly hire local help or relocate an entire team to another country for a short-term assignment, cross-continental telecommuting makes for a viable solution.
It can also help with retaining workers. Employees are more likely to stay at a job that allows them to live their best life. Better retention rates mean decreasing knowledge drain and less money spent on new employees.
However, this ease of access as gained through technological developments does come with its set of risks. Borderless workforces might be convenient, but the constant online communication and exchange of data put the company and/or customer information at risk of being stolen or hacked into. In fact, a new report by IDG Connect and Cibecs has highlighted that 50 percent of companies have “suffered data loss during the last 12 months.”
With this in mind, Ontrack recommends endpoint-focused data protection and data recovery investment as something all firms with a remote workforce or online capabilities should invest in. recovery budgets, with regularly-updated plans in place to restore lost data in the event of a mishap. Whether it’s simply selling products and services online or safeguarding sensitive internal data, effective data management and security is an absolute must for doing business abroad.
While expanding a business internationally may yield high profits and return on investment, the challenges in going global must not be overlooked. Therefore, it is vital for management to be well-versed with the multiple factors that come into play when conducting business abroad. A strong partner in the process is vital. For an early exploration of Global Mobility sign up to Angie Weinberger’s free upgrade of the “Global Mobility Workbook” (v3) here.
Brooke Faulkner is a writer in the Pacific Northwest who has conducted business all over the world. You can find more of her writing on Twitter via @faulknercreek
Self-Exploitation of Female Founders
The Self-Exploitation of Female Founders
Seven Reasons for a Lack of Income
I asked #ChatGPT why #Google reviews are critical and why you should support female founders. Supporting a female founder is essential for fostering diversity and equality in business. Here are a few reasons why it’s important:
🌟 Diversity of Perspectives: Female founders often bring unique perspectives and experiences to the business landscape. Embracing diversity in leadership can lead to more innovative and creative solutions.
👩🎤 Representation Matters: By supporting female founders, you contribute to breaking down gender stereotypes and encourage more women to pursue entrepreneurship. Visible role models inspire others to follow suit.
💹 Economic Impact: Empowering female entrepreneurs can positively impact the economy. Studies have shown that supporting women in business leads to job creation and economic growth.
🌏 Global Impact: Women-led businesses can address unique challenges and needs in the market that might be overlooked. This can lead to developing products and services that benefit a broader and more diverse audience.
🏅 Corporate Social Responsibility: Supporting female founders aligns with principles of corporate social responsibility. It demonstrates a commitment to fairness, equality, and social progress.
Ultimately, supporting a #femalefounder is not just about gender; it’s about recognizing and valuing the diverse contributions that individuals, regardless of gender, can bring to the entrepreneurial landscape.
Ask for Google Reviews
Google reviews are important for several reasons. Firstly, they build credibility and trust. Potential customers often rely on reviews to gauge a business’s or service’s quality. Positive reviews can act as social proof, reassuring others that your business is reliable and provides a positive experience.
Secondly, Google reviews can impact your search engine rankings. A business with more positive reviews will likely rank higher in local search results, making it more visible to potential customers.
Additionally, reviews provide valuable feedback. They can highlight areas where your business excels and areas needing improvement. This feedback is crucial for refining your services and addressing customer concerns.
In summary, Google reviews contribute to your online reputation, influence search rankings, and offer insights for business improvement. You can ask at the end of every program:
“We appreciate having you as a client and reader. If you’ve enjoyed our coaching or read our blog or #TheGlobalPeopleClubSandwich, could you share your experience on Google? Your feedback means a lot to us. 🌟 Review Angie Weinberger’s Coaching here.🌟 “
Finally, to all my female founder colleagues out there. Here is a gentle reminder about an issue you might face as well:
Stop Your Self-Exploitation ⚙ 🐹
I procrastinated on this article for too long but today is the day where I need to write it. Why? I almost fell into the trap, the trap of self-exploitation, and self-damage and nearly ruined myself in the process. However, with good coaching and a supportive personal and professional network, I found a way out of the burnout trap and hassle of being a female founder. I’m not saying that I could not earn more money, but I know my worth and I get paid what I am worth (unless I work pro bono which is a choice occasionally).
I have been wondering for a while why many female founders and freelancers allow themselves to work for little money or even for free. I came across seven reasons that I want to share with you. I’m hoping for a discussion on how we can avoid exploiting ourselves as female founders or “entrepreneuses”. If you are the partner or husband of a female founder maybe you also want to know how you can support her.
Seven Reasons Why Your Income as a Female Founder May Be Insufficient
- Basic Needs Are Met: If you have a stable home and regular meals, consider yourself privileged. Living in a country where you can freely express concerns adds another layer to that privilege. However, ensuring financial stability for the future, especially regarding old-age pensions or unforeseen circumstances, requires additional planning. Recent studies emphasize the importance of long-term financial planning, with a focus on unexpected events and retirement preparedness.
- Wealthy Background: Being born into wealth or inheriting a substantial sum can relieve financial stress. It might even afford the luxury of working for free or contributing to charitable causes. Current research explores the impact of inherited wealth on individual economic behaviors and societal wealth distribution, shedding light on the challenges and responsibilities associated with substantial financial backgrounds.
- Impostor Syndrome: The phenomenon of “Impostor Syndrome”, where individuals doubt their accomplishments and fear being exposed as frauds, can hinder financial success. Research in psychology delves into strategies to overcome this mindset, highlighting the importance of self-awareness and positive reinforcement in professional settings.
- Fear of Competition: Keeping prices low due to perceived competition signals a lack of confidence and branding. Research suggests that finding a niche market can enhance competitiveness. Understanding the psychology of pricing and consumer behavior is crucial in developing a recognizable brand and fostering a sense of pride in one’s work.
- Unclear Target Audience: Failure to define a specific client group leads to ambiguity and potential clients feeling disconnected. Recent business studies stress the significance of target audience segmentation for effective marketing. Tailoring products and services to a well-defined audience increases the likelihood of success.
- Lack of Tech Skills: In an era dominated by digital and social media marketing, a lack of tech skills can be a significant barrier. Research in the field of digital literacy highlights the importance of adapting to technological advancements. Overcoming the fear of online presence requires education on cybersecurity measures and leveraging digital tools for professional growth.
- Limited Networking: Overreliance on digital marketing may neglect the power of offline networking. Current studies emphasize the value of personal connections and client referrals. Building a robust offline network enhances credibility and establishes trust, leading to a transition from a culture of freebies to a client base willing to invest in products and services.
Solving the Income Challenge: As a first step, engaging in a conversation to identify and address these obstacles is crucial. Seeking guidance and mentorship aligns with contemporary career development strategies. Research-backed approaches to career advancement emphasize mentorship, skill development, and networking as integral components for sustained success.
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