Expat Mental Health – Getting Out of the Valley of Tears →

Note from a Nerd on the Why of Expat (Intercultural) Coaching

Posted on May 11, 2024May 11, 2024 by Angie Weinberger

I summarized a lot of my research in a lecture held in February 2024 for the first time at Erasmus University, Rotterdam, called “Creating A Sustainable and Human Expat Experience (XX).”

I cannot publish the full lecture content online for copyright and other reasons. However, here is why expat coaching makes sense in Global Mobility, especially in an Expat Hub like Zurich, Switzerland. For a deeper analysis of your situation and company program please schedule a meeting with me: https://calendly.com/angieweinberger.

We will then consider a proposal for your population.

Navigating the Complexities with an Expat Coach

In an era characterized by rapid change and uncertainty, the landscape of global mobility is evolving at an unprecedented pace. As individuals and organizations navigate the challenges presented by the BANI world – characterized by brittleness, anxiety, nonlinearity, and incomprehensibility – the need for effective strategies to enhance the experience of foreign local hires and permanent transfers into Switzerland becomes increasingly imperative.

Providing Psychological Safety in a BANI World

Megatrends Translated into Global Mobility

Drawing insights from themes highlighted by the World Economic Forum (WEF), including war and peace, trust in governments, gender equality, sustainability, and advancements in AI and cybersecurity, provides a holistic framework for addressing the multifaceted challenges of global mobility. We see five megatrends that all influence Global Mobility across the world. The five megatrends originally from PwC have not changed. While there are opposing views on the state of the global economy countries like Switzerland will always need the international workforce to thrive and survive. Zurich, Basel and Geneva are international expat hubs comparable to Singapore, Dubai, Abu Dhabi, Berlin, Amsterdam, Rotterdam, Hong Kong. Even though not all of these places are islands they feel like islands in their countries, because of their special vibes.

Digital Intercultural Coaching – Hype or Hip?

https://www.adeccogroup.com/en-ch/future-of-work/swiss-skills-shortage/swiss-skills-shortage-2023/

The Ten Commandments for Global Mobility Manager

Our Ten Commandments for the Global Mobility Manager

The “Ten Commandments” for Global Mobility Management serve as a moral compass, emphasizing the importance of prioritizing the needs and well-being of expatriates while navigating the complexities of international assignments.

The Human Resources Function in Crisis

HR needs to find its purpose again in a reality of agility.

Adapting to Changing Realities: Amidst demographic shifts and changing workforce expectations, the Human Resources function faces unprecedented challenges in meeting the diverse needs of employees across different generations and demographics.

Irresistible by design: How HR can unleash ‘organizational ingenuity’

Generations at Work Drive the Need for DEIB

Navigating Intergenerational Dynamics: Understanding the unique characteristics and expectations of each generation in the workplace is crucial for fostering collaboration, communication, and cohesion across diverse teams.
The Need for Diversity, Equity, and Inclusion: Embracing diversity, equity, and inclusion not only fosters a more equitable and supportive work environment but also yields tangible benefits regarding employee engagement, productivity, and organizational performance.
Psychological Safety: Creating a Supportive Work Environment and Prioritizing psychological safety is essential for empowering employees to express themselves authentically, take risks, and contribute to innovation and growth.

Sustainability in Global Mobility

Balancing Business Needs and Environmental Responsibility: As organizations strive to align their mobility programs with sustainability goals, there is a growing imperative to optimize the effectiveness of international assignments while minimizing environmental impact.

Addressing Pain Points for Expats

Addressing the pain points experienced by expatriates, from immigration processes to cultural adaptation, requires a multifaceted approach encompassing logistical support, cultural integration, and access to resources and networks.

Refining the “Box of Chocolates”

By adopting a more personalized and inclusive approach to global mobility support, organizations can enhance the experience of expatriates and their families, ultimately fostering greater engagement, satisfaction, and success in international assignments.

In conclusion, improving the experience for foreign local hires and permanent transfers into Switzerland requires a nuanced understanding of the complex interplay between individual needs, organizational priorities, and broader socio-economic trends. By prioritizing diversity, equity, and inclusion, fostering psychological safety, and embracing sustainability, organizations can navigate the challenges of global mobility with resilience and integrity.