Why Transform Global Mobility
Over the last twenty years in Human Resources, I noticed that a lot of Expats were frustrated in the process of moving to another country for work. It was not only because their companies paid them another package than what they expected. It was also because a lot of international assignees underestimated the challenge of moving to another country.
For example, expats moving to Switzerland often think it will be easier to find affordable childcare, high-quality apartments, and a job for their “trailing” spouse. Most expats believe it will be easy to learn the local language (or they even think we speak English). Most expats believe that they are going to have a great career step after their repatriation. I have seen a lot of anger when assignees went to another country and when they returned home and did not get that promotion or the role they were hoping for.
Regularly, I have clients break out in tears because they feel overwhelmed by the international assignment experience. When I worked in India and when I moved to Switzerland from Germany it was not always just “Cricket & Bollywood” or “Cheese & Chocolate”.
The Five Major Challenges
SELECTION and SUCCESSION PLANNING: Expats are often selected on an ad-hoc basis and intercultural competence is hardly ever taken into account in the selection process. Female Expats and Rainbow Talent are still greatly underrepresented. Our HR systems have reinforced systems of patriarchy. We need to come to a more data-driven selection process and talent selection with less bias.
CLARITY of the BUSINESS CASE and DRIVER: Expats need to take charge of their business case, clarify the assignment drivers, and develop measurable targets, expected gains, growth opportunities, and a repatriation plan with their line managers and sponsor before the #GlobalMobilityManager calculates and advises on the right package.
STANDING and BRANDING of Global Mobility: #GlobalMobilityManagers need to be considered strategic partners of the business line managers, not an extended arm of HR Business Partners. They are often just seen as administrators of the process while the decisions about who is going where are taken solely by the business. These professionals have a lot of insights into the complexities of the host locations and also understand the immigration process, timelines, and tax traps.
USE an INCLUSIVE APPROACH: The Expat Family is hardly considered in the Global Mobility policy and processes. Only a few forward-thinking companies offer spouse career support. I have not seen any company that helps with educational considerations and advice for the Expat Children. Parents need to be supported in their school choices as the child’s academic career could suffer immensely if the choice is wrong. Also, be inclusive in that you accept other family models, one expat might need to take their mother. Another might have a dog or adopted kids.
DATA and DASHBOARDS: If we want to be serious about change we need to get better at using data and build dashboards that show us if we are heading in the right direction. The number of assignments is a silly KPI. It does not say anything about the quality of the learning of the expats. Think about Expat Experience, their learning journey, the skills they develop on assignments or international projects and add that to the mix.
Global Mobility Budget Cuts
The financial impact of the global coronavirus pandemic has yet to be fully calculated, though McKinsey and the BBC have presented an analysis based on the available datasets and the outlook is bleak. Combine that with the fact that the world was still recovering from the worldwide financial crisis of 2008 and you realize how deep the effects are. With both crises, it has been observed that travel and expat budgets get reduced to a minimum. The current pandemic, especially, has left Expats stranded, with their support system from the employer vanishing. The Expat Experience coming out of this COVID-19-driven financial crisis – will get worse.
Many Expats and Repatriates are finding themselves unemployed in their respective home countries. We also see that companies are struggling to sustain, with even large organizations filing for bankruptcy (like Virgin Australia). More are merging or getting acquired. Even those that have managed to transition to a work-from-home structure have had to downsize, with the working employees not guaranteed fixed working hours, which means that job security for all staff is non-existent. Especially in the EU, many countries are new to this kind of unstable job market and do not yet have the tools and systems in place to allow their workforce to work fluidly and flexibly from anywhere. Cherished and spoilt expats dwell on the verge of desperation because they have been made redundant, even if they may not be at the end of their contract.
Local Plus is the New Black
Other expats receive a local contract without really understanding what that means for their social security and long-term pension, and often they do not know that their work and residence permit depends on their employer too. Employers find “Local Plus” convenient but they do not consider all the risks these moves entail because many business decisions in the last ten years are driven by controllers.
The Talent Gap
We now lack the critically needed talent in important growth areas. Programmers and engineers are examples of professionals that are in high demand.- There is certainly a mismatch and gap between demand and supply. There are several reasons related to the sourcing process as well. Recruiting has become a science and needs to go through a transformation. Recruiters need to learn to cope with the demand and supply in a globalized market of talents. Language is still one of the main barriers to an influx of highly skilled migrants in Europe. Even though we launched the green card and blue card initiative we have not managed to attract the potential and talent needed within the EU for example in IT.
Health and Security Concerns Hinder Free Movement
Security concerns are growing in Global Mobility. Expats frequently face acts of terrorism, natural disasters, mugging, and burglary as well as health issues. While often the issues are normal in the local environment they can also be inflated disproportionately in our media. The images we have of countries such as Pakistan, Iran, and Afghanistan to name a few make it hard to convince families to work in these countries. Each terrorist act — in Istanbul, Jakarta, Tunis, Paris, or Beirut will reduce the willingness of expat families to move into these cities even though expats probably have the best security support you can have in these locations.
Global Migration Challenges
Look back to 2015, the year global migration became pop culture. The term “refugee crisis” was coined in Europe. Even though we have had proportionately more refugees coming to Europe since the Arab Spring started in 2011 in Tunisia, we all had more interaction with refugees since 2015. While I am personally concerned about right-wing propaganda, I do understand that the intercultural and societal challenges of integrating refugees at least temporarily are considerable. – I am concerned about discriminatory practices in Recruiting and Global Mobility. In 2020, global migration faces another challenge in the form of the travel restrictions that have been imposed on the entire world by the highly infectious COVID-19. Many countries are not letting in any people, especially those on temporary visas (such as temporary work visas). Delays in paperwork processing due to shutdowns, mandatory quarantine periods and more means that a highly qualified international workforce has been robbed of all mobility.
All of this has led to Global Mobility being flawed, expats not being able to go on international assignments anymore, and overwhelmed GM Professionals who feel the pressure from all ends as they are in the firing line of assignees, business line, talent, HR, and Finance managers. In addition to having been undervalued, overworked, and squeezed by their interest groups, classical Global Mobilitytasks have been outsourced to Third-Party Service Providers and Shared Service Centers, or put on indefinite hold for those organizations that have stood down their employees and halted operations.
Working in Global Mobility used to be a career dead-end and a Sisyphean task. We roll up the stone assignee by assignee only to see it roll down again. We run KPI report after KPI report only to be told that no one knows what we are doing or who we are. We are often managed by HR Directors who don’t get us. We are online 24/7, involved in GM improvement projects, listen to depressed spouses in our evenings and do not get the promotion or salary we deserve.
But there is hope. I am not willing to give up. Yet.
We see the change in Global Mobility.
The more complex our global markets become, the more we need to reevaluate our assumptions of how we run Global Mobility
We need global leadership competency in our international talents and if they do not have it yet we need to send them out on long-term assignments earlier in their career. We should force expats to learn the local language and coach them through the Expat Experience. Intercultural briefings are not enough anymore.
We need to ensure that there is a Global Mobility Business Case showing assignment drivers and targets, expected gains or opportunities, assignment costs, and a repatriation plan. I explain this at length in “The Global Mobility Workbook (2019)” and my lectures.
We need to implement succession plans and add our current assignees as potential successors. We need to ensure that the knowledge, skills, and network they gain while on assignment are appropriately reflected in their following role and repatriation plan. We also need to ensure better handovers to their successors in the host location.
We need to upgrade the GM Profession and the function needs to sit closer to business development and potentially move out of HR. We need to up-skill the case managers and train GM Professionals for a consultative approach where they can work as trusted partners with the business line managers.
We need to consider the Expat Family in the process more by providing spouse career support, elderly care, and educational advisory. We also should offer 24/7 support to our expat families in crises such as marital issues. A helpline to professional counselors is needed.
What I believe in and what makes me get up in the morning:
- I believe that Western managers of my generation and the baby boomer generation have to develop their relationship-building skills before becoming effective leaders of global teams. The performance of most global teams can only improve through higher global leadership competency following a holistic global competency model.
- I believe that a great Expat Experience is linked to assignment targets, an international assignment business case, a repatriation plan, and also to the Human Touch.
- I believe that companies will focus more on creating succession plans and ensure that roles are filled in a more structured manner, handovers improved and teams will function more self-managed going forward. Leadership itself will change significantly.
- I believe that GM Professionals have the potential to become critical players in the international growth of businesses post-crisis and are valued more as the subject matter experts that they are. They will move out of HR and be closer to business development.
- I believe that assignees and spouses need to have a valuable intercultural experience and both can further their career and life vision together. Expat children need support in moving from one culture to another and even though they might be multilingual at the end of their school life, they have to cope with identity loss and loss of their roots.
What is our Solution?
Here is more about our solution to those dilemmas and please reach out if you need a customized proposal.
The ‘Bourne Effect’ – Why you Need a Brand
You are Jason Bourne, you wake up in a hotel room in a Middle Eastern country. It’s too hot in your room. You sweat and you just woke up from a nightmare. You are not sure if this nightmare is a memory because you cannot remember who you are. How will it be possible for you to connect with anyone? How will you trust others if you do not even know who you are? What if you have changed your identity so often that you cannot even clearly pronounce your name?
This is a challenge and you are probably shaking your head. “This is a movie, it’s not real.”.
Yes, but there is a truth in this movie that is relevant to your job search in a new country. It might even be true if you are looking for a new job in your own country.
In professional life, we want to hire people we can trust. We want to hire a competent professional who can show us that they managed a similar challenge before. We want to work with people who will be self-starters and won’t need a year to be up to speed in the role.
You need a professional identity before you can enter the circle of trust. Trust starts with you trusting yourself, your knowledge, attitudes, skills, and experiences, and how you acquire and store them in your brain. You need to be aware of how you relax, how to focus and center yourself when you are in a critical and stressful complex matrix environment.
I often notice when you come to see me, that you are not aware of most of your competencies. You take them for granted and assume that a recruiter, computer, or line manager will already know everything about you when they scan your resume because they are mind-readers and miracle workers.
For them, it is as obvious as all the three-letter acronyms you have been using on your résumé because English is their native language and they are working in a similar field, profession, and industry.
What your brand should say about you?
When we speak about the personal brand it is something unique to you, something that makes people remember your name, that sticks with people and that keeps you top-of-mind when they are looking for someone with your profile. This brand is not just a marketing factor. Putting three labels (professional designations) on your résumé will help a reader to categorize you and put you in the right mental box.
Ideally, you keep reminding this reader of you so that the box is not closed but open, and so that the avatar in the box shines like a Swarovski crystal. Oh, look, here’s Jason Bourne again. Matt Damon is associated with this movie role. He will never be able to play any other role without us thinking: “Oh, that’s Jason Bourne!”.
When I saw “Hidden Figures” and when Sheldon Cooper from Big Bang Theory appeared, I had to laugh. Then, I always waited for him to act like the Sheldon that he is BUT he was playing another role and did that well. It was hard for me to accept though, because for me Jim Parsons is not an identity. For me this guy IS Sheldon.
Imagine you are trying to re-brand yourself. It’s very difficult. Your former career image sticks to your face and to your online trail. I can tell a few CEOs who won’t find a job anymore because they are burnt.
What is your brand?
Your brand is not only your name, headshot, Insta handle, trademark, signature product, or the funny pink hat. It’s also how you make others feel. It’s what you express with your seven work principles. People should identify you with how you work and how you relate to others.
They should be happy to refer you to others by saying:
“She is competent and helped me on several occasions when I was stuck. She has been my greatest cheerleader.”
“He is true to his values and always seems to follow the correct move. He has never let me down.”
How to connect your brand with your seven work principles?
We recommend that you develop your seven work principles in alignment with your values. An example would be: “I prioritize my clients over my prospects.”. If your brand is aligned with your work principles, then your clients will tell you that you always take their concerns seriously and that you get back to them in an appropriate timeframe.
If you want this behavior to show, you could ask previous clients to endorse you for this behavior in their references and on LinkedIn. You could also try to write a special reference or recommendation about a person in your professional network, without expecting them to endorse you back. Please tell me how you will review your work principles this week and how you will align them with your brand. Then take a break and watch a movie. It’s inspiring.
Join my workshop on “Powerful Missions – Having a Voice in a Sea of Noise” by signing up for our Free Lunch Workshops or email me to get added to our HireMeExpress Waiting List.
Second-Class Commuter – Showing Status in an Egalitarian Culture
As a Swiss resident, have you ever pondered over your social status living in Switzerland?
Whether the minor details that portray status such as the level of luxury you adhere to while commuting on the train? The transport system in Switzerland is very well laid out and fully planned, so much so that the railway system is the primary commute system for most. Trains have two categories or classes, aptly named the first and second class. The first class is geared more towards “business people” and professionals on their daily commute to work, whereas the second class or lower class is reserved for the “normal” or median people of society. The question arises that, the system set in place is very clean and safe, with emphasis put on an effective schedule and overall experience, so why is there any need to travel in first class other than seeking out a higher status in society?
I am a second-class commuter and by choice. The train gets me from point A to B without lacking anything in between. I’ve traveled in first class on a few business trips, and I proclaim to not be aware of or ignore my status however that isn’t true. After meeting many expats and foreign personnel, most come from a high and elaborate social lifestyle from their respective homelands, pouring their wealth into extravagant luxuries to portray their accumulation of wealth.
Many of them have informed me of their housemaids, cooks, and sometimes even drivers, as they aren’t accustomed to housework and chores let alone looking after their children. Their perception of Switzerland is that they will fit seamlessly and thrive in a land of milk and honey (or cheese and chocolate in our case!).
But then again! The Swiss lifestyle and reality is far different. When we discuss privilege and being in the “Circle of Trust”, we must understand what status means in an egalitarian society and how it might be different from a more hierarchical society or a society where you are born into a status.
The “Classic” Family Model
Life, although simple, is beautiful in Switzerland for the “natives”, that is, women are more likely to uphold the household and carry out the associated burdens of home economics. Running the home and grooming their kids is all part of the routine, yet if the women are professionals they’ll take a step back after their first child to accommodate the family. Women only received voting rights in Switzerland in 1971 and there is still a lot of catching up to do when it comes to gender balance and equal rights for women in the workplace.
You must not forget that the Swiss also often have their parents and in-laws nearby, so they have support options for childcare and emergencies that you might not (yet) have as a newcomer to this country.
Childcare is very expensive, gross childcare costs were equal to 69 percent of the average wage in Switzerland, the highest proportion among OECD countries in 2018, based on a double-income, average-wage-earning couple with two children!
That is more than half of the mean income a household generates. Switzerland also lacks in qualified educators, but fees for private kindergartens are quite high, with an indicative day cost of CHF 60 to CHF 150 for cities like Bern and Zurich. (If you are interested in working in childcare, I highly recommend a consultation with my friend Monica Shah at Children First.)
So many women decide to stay home or not work 100% and if you are a female expat with children (or even without) it might be expected that you do the same.
Other Support Options I Have Tested
Opting for a cleaning person was a trial-and-error story for me. I was very used to having a cleaner, even in my early career but even those who may afford it are often not satisfied by the quality of work given the steep price you may have to pay. I tried several agencies for cleaning and finally concluded that I’d rather do it myself (together with my partner). This is not great, because I’m not very good at cleaning and ironing but I have gotten better over the last 10 years. To be honest, now I often feel that it even helps my brain digest all that has been going on during the week. If you are planning to hire a cleaner make sure that they are insured either through an agency such as Batmaid or you run your payroll with SVA.
Egalitarian Cultures value Modest Behavior
Cultural clashes here are evident due to the difference in “status” as compared to elsewhere in the world. High-ranking professionals such as CEOs are often seen taking the bus and train to work. Their appearance isn’t necessarily associated with designer suits, expensive cars, and watches. The Swiss tend to live a modest life, with small houses they do not like to show off. They define their status and luxury by traveling the world, bearing children, and enjoying a vacation in a nice cottage in the mountains.
Luxury is a longer period taken off work to follow a dream, being able to volunteer, support an NGO, or support the commune by being in the fire brigade or in an association. Being able financially to work part-time or have your spouse stay at home are signs of luxury in the world today.
I often hear “The Swiss don’t like to work hard.” And I would like to add “The Swiss don’t have to work hard, but they still show up for work because they have a strong work ethic and believe in delivering high quality at work.” Your perception of what comes across as being slow or not interested in service delivery might be influenced strongly by your home culture and expectations created by how things are in your home turf.
Go through the Pain to Follow Your Dream
Although most steps may feel common when moving to a new country, it often takes a while to truly get settled in. Time and real integration play a vital role in my opinion, especially after two to three years.
You start to enhance your social circle outside the reserved expat or foreign community, the sooner you embrace the country in its entirety is the sooner you feel “at home”. I used to have status in Germany. I was an Executive, a “Leitende Angestellte”. I had an apartment, a nice company car, and a team. I also had a cleaning person, a tailor, and enough money for several holidays and trips. Then I moved to Switzerland and suddenly my status changed. You probably wonder how I could let that happen as a Global Mobility professional.
I should have made a net-to-net comparison and requested a better package. I should have insisted on coming to Switzerland with an appropriate corporate title AND I should have known that there would be social security risks when I transferred to a local contract. And yes, even though I am a Global Mobility Expert I made a few miscalculations. I did not get the deal I deserved and I suffered a few years from this mistake. I accepted the terms of the contract because I followed my dream. I wanted to live in Zurich no matter what. And when you are emotional about a goal in life, you easily forget the pain.
Learn Budgeting and Cash Flow
What does this mean for the “second-class commuter” in Switzerland? It means learning and following more frugal habits and planning finances not just for the future but also for recurring expenses and lifestyle quirks. Based on my experiences and those of people who have lived in similar circumstances, here are the nine budgeting tips that will be helpful, especially for startups and entrepreneurs:
1) Carry very little money with you when you go to town. Leave your credit card at home. Use your credit card only for emergencies or online bargains. Have enough money to buy a cup of coffee (max 10 CHF).
2) Call a friend for coffee instead of dinner and hope that they will ask you to come to their house. Invite friends to your house for a glass of wine.
3) If you reach a milestone such as two years in the business, celebrate yourself at home. Cook a nice meal and buy healthy food.
4) Pay small amounts at the grocery store with your bank card so you see exactly what you spent your money for. When you go out for drinks or fun only carry cash and when you are out of cash return home. That’s especially important when you tend to buy expensive drinks at 15 CHF. (Imagine how long you work for one drink!)
5) Budget all your spending especially your holidays or how much money you spend on clothes, makeup, sunglasses, and shoes.
6) Strictly separate business from private spending but try to optimize your private spending by using legal options to deduct costs for a home office, laptops, phone, Internet connection, and cleaning services.
7) Avoid television and exposure to advertising. You feel a lot less like spending money on crap that you don’t need.
8) Avoid impulse buying decisions by adding all potential buys (books, seminars, travels) to wish lists. I even have a wish book. A lot of my wishes do not appear so important after a few weeks. Others just materialize themselves.
9) Love your business plan. Add anything you will earn right when you have the confirmation. Stay on the careful side but motivate yourself by adding all future turnover and checking the total annual turnover regularly.
If you need more advice on how to secure your old-age pension or budget your life in Switzerland without the hassle of watching every Franc, I highly recommend Keren-Jo Thomas, Financial Planning for Women.
How you show Status in Switzerland
A big luxury in Switzerland is being able to have one-half of a couple stay at home to oversee the children, oftentimes the woman fills in the role while the husband earns the bread. What will happen if you move to Switzerland, unpack your luggage and barely just settle in to realize you’ll have to live life like a “second-class citizen”? Feelings of struggle and working too hard at the office may arise with thoughts of not visiting the mountains as often as you’d have hoped for.
Learn Swiss German or French
Expats, migrants, and international hires often underestimate the need to learn the local language Swiss German (or French), and in this phase doubt whether the move to Switzerland was the right choice. However, learning (at least understanding) the local dialect and language(s) will help you integrate and get access to what I refer to as the “Circle of Trust”.
With a more realistic idea of what to expect, detailed planning, and the right support in the face of challenges, you can offset the “valley of tears” associated with your move to Switzerland and achieve the financial and mental stability that every “second-class citizen” would like to achieve. If you need our support we are happy to connect you with the right resources.
Ideally, you join our HireMeExpress program or the RockMeRetreat in November.
Have an inspired week ahead
Angie
Empowerment Through Portable Careers: “build a business, build something that you can take to another country, because then at least you will feel like you’re doing something with your life and you’re not feeling like you’re just an attachment to somebody.”
https://podcasts.apple.com/us/podcast/nomadic-diaries/id1706683966
https://nomadicdiaries.buzzsprout.com/
References:
https://www.expat.com/en/guide/europe/switzerland/10476-child-care-in-switzerland.html
https://medium.com/gokong/how-to-budget-for-childcare-costs-in-switzerland-31e4f024214a
Planning for Rocking Success
Do you approach each new year with renewed vigor and plans for self-improvement? Perhaps a better gym routine or healthier lifestyle habits? Maybe you wish to tackle your work differently. Do you then find yourself not able to sustain these plans beyond a few weeks?
New Year’s resolutions often end up lacking consistency, so we prefer to set our intentions and one word for the year. We also think this time of the year is great for setting new learning goals and for updating our old learning targets.
If you want to break through in 2024 try this:
1- Join us for a Global Rockstar Session
What is important to me when I work with clients in 1:1 Executive Coaching Programs is that we set three main career goals for you in our initial “Global Rockstar Session”. You can join us as a private client by following our onboarding process. As I only work with a limited number of private coaching clients this year I recommend that you email me your interest now and that we have a quick chat before the January enthusiasm passes.
2- Use the RockMeApp to define your weekly practices and learning goals
In my experience, nothing beats perseverance in guaranteeing that you will be successful in achieving your three main goals. Professional athletes and billionaires have strict routines and practice regiments to be the very best.
I therefore always encourage clients to develop up to 10 weekly practices that will help them get closer to their main goals by using smaller steps. The RockMeApp therefore gives you a weekly checklist of those repetitive practices.
3- Understand and set your learning targets
Most of the time, if a goal overwhelms us in the professional context it is because we lack skills or knowledge or we don’t have the right attitude towards the task at hand. Break your three career and life goals into smaller, attainable sub-goals and define learning targets according to my global competency model. This is not so easy alone. Hence, I recommend you work with me continuously.
4- Define your three main priorities every week
From sub-goals, you need to learn to set yourself three weekly priorities. This is what I do for years now with the RockMeApp. At the end of the week, I already write down my three main priorities for the week ahead. My productivity has been on an amazingly high level since I started doing this.
This is also known as Micro-productivity and helps your brain to see the final goal as more achievable and reduce procrastination. Furthermore, completing those smaller goals acts as positive feedback that helps motivate you toward that end goal!
5- Learn to reflect every week for at least 10 minutes
Lastly, I encourage my clients to answer four reflection questions at the end of every work week. You will know what they are if you are signed up for our RockMeApp.
Wishing you a Happy New Year 2024.
Kind regards,
Angie
Five Tips for Rainbow Talent Moving to Zurich, Switzerland
Five Tips for Rainbow Talent to Zurich, Switzerland
In a world that is becoming increasingly interconnected, the concept of a nomadic lifestyle is gaining popularity among individuals who identify as part of the rainbow talent spectrum. The rainbow talent, encompassing the LGBTQ+ community, brings diversity and unique perspectives to the global workforce. For those embracing a nomadic lifestyle, navigating the challenges and joys can be an exhilarating journey. Here are five tips to help rainbow talent thrive in their nomadic endeavors.
What is a Nomadic Lifestyle? We consider it a life where you do not stay in one place for more than three years at a time. You also in most cases have subletted or given up your “home base” completely. If you are in the process of moving to Zurich, Switzerland you might be interested in my tips.
1 – Join a Support Network
One of the keys to a successful nomadic lifestyle is building a strong support network. For rainbow talent, this means connecting with like-minded individuals and communities that understand and embrace diverse identities. Seek out LGBTQ+ travel groups, online forums, and social media communities to share experiences, exchange advice, and foster a sense of belonging wherever you go. For Zurich, we recommend these Networks:
2 – Research LGBTQ+ Friendly Destinations and Providers
Not all destinations are created equal when it comes to LGBTQ+ acceptance. Before embarking on your nomadic adventure, research and choose destinations that are known for their LGBTQ+ friendliness. Look for cities and countries that have inclusive policies, vibrant queer communities, and a welcoming atmosphere. This will not only enhance your overall travel experience but also contribute to a sense of safety and acceptance. Google indicates if restaurants or providers are LGBTQ+ friendly.
3 – Stay Informed about Local Laws and Customs
While it’s important to choose LGBTQ+-friendly destinations, it’s equally crucial to be aware of local laws and customs. Understanding the legal landscape and cultural nuances of each place you visit can help you navigate potential challenges more effectively. Stay informed about the rights and protections available to LGBTQ+ individuals in each location to ensure a smoother and more enjoyable nomadic experience.
4 – Create a Flexible Career Path
Nomadic living often requires a flexible approach to your career. Consider pursuing remote work opportunities, freelancing, or establishing a career that allows for location independence. This flexibility not only aligns with the nomadic lifestyle but also provides the freedom to explore different cultures and communities while maintaining a fulfilling professional life.
5 – Cultivate Self-Care Practices
Nomadic living can be both thrilling and demanding, so prioritizing self-care is essential. Establish routines that support your physical, emotional, and mental well-being. Whether it’s practicing mindfulness, finding LGBTQ+-inclusive fitness communities, or maintaining connections with loved ones, incorporating self-care practices into your nomadic lifestyle will contribute to a more balanced and fulfilling journey.
For rainbow talent embracing the nomadic lifestyle, the key is to navigate the world with authenticity, resilience, and a sense of adventure. Building a supportive network, choosing LGBTQ+-friendly destinations, staying informed about local laws, cultivating a flexible career, and prioritizing self-care are essential steps on this exciting journey. By embracing these tips, rainbow talent can turn the nomadic lifestyle into a transformative and empowering experience.
