You need to develop your Global Competency
Global Competency
Why it is so difficult to come up with a good curriculum for Global Mobility
As you probably understood already the arena of Global Mobility is vast and no Global Mobility Manager will have all the answers. If you enjoy constant challenges and a day that never looks the same Global Mobility could be right for you. However, you also need to be very structured, focussed and analytical. For Global Mobility Educators, it is a constant challenge to provide a curriculum that is based on the right career level and also deep enough. Most courses you will find about Global Mobility in your home country will assume the home approach and all the special legal areas will mainly be presented based on “home” legislation and in the home language. If you are managing a global population and wish to implement a host approach you will need to go through a lot of learning by doing and you probably have to invent the wheel.
The Expatise Academy in Holland
I recommend the Expatise Academy program in Global Mobility because I am a lecturer at the Academy and have seen how they ensure the high-quality standards in teaching. The program has a modular approach and follows your career development as a Global Mobility Professional. You should consider learning the basics at least for the home country of labor and employment law, immigration, personal and corporate tax and you need to understand your Global Mobility policy and compensation approaches.
Global Competency
A factor that is often underestimated in Global Mobility is the critical importance of developing global competency. As long as we do not see cultural differences, we do not know why men and women from other cultures behave and think differently than we do. We just assume that they are “strange”. Also, we might think we treat the other person with respect but the concept of respect is defined differently in other culture. Even if we consider ourselves open-minded, we might not have developed the skills that we need in order to be more effective in other cultures.
Our brains today still work in a similar way to that of the cavewoman. We often decide only about fight or flight. We hardly ever step back in stressful situations and think “Why is that person behaving like this?”. We rarely sit down, take a deep breath, smile and then write a polite email to say that our judgment of the situation might have been guided by our own values and assumptions. No. Normally we jump to conclusions first and put other people’s behavior in a box (Like / Not Like). Facebook does not help.
We rely on our mental images and can become prejudiced because this is the way our gut decides if we are safe or in danger. Our mental images are influenced by our inner landscapes but also largely by the pictures we see on the news channels every day. When some Westerners hear “Pakistan” they think “terrorism”, “Islamists”, “oppression of women” and “Osama bin Laden” instead of “IT professionals”, “tourism” or even “Benazir Bhutto”.
A holistic Global Competency model
For the development of global competency, I have developed a simplified model with five elements: knowledge, attitude, skills, experience and body learning. I first explained this model in an article in the German-speaking HR magazine Persorama (Weinberger, 2013). I work with this model in executive coaching and it also helps junior professionals start developing their effectiveness in a global context.
What is Global Competency?
Global Competency is the ability to work effectively in a global, complex environment with a high level of stress while achieving goals sustainably and in accordance with your own resources. It is a combination of knowledge, attitude, skills, reflected experiences, and body learning.
Let’s look at the different elements of Global Competency.
Knowledge
You can gain knowledge of a country’s history, politics, economy, and religion. It is helpful not to focus only on factual information but to prioritize all the topics you enjoy reading about. As mentioned previously, start with the home country and move on to the knowledge areas of other legislation. Areas of knowledge you need to study are the tax, social security, immigration, local employment law, business terms, compensation and benefits, country-specific history and processes.
Attitude
It is very important that you develop openness for ambiguity, the potential to accept new experiences and the questioning of your own cultural minting. Through making yourself aware of and verifying your own cultural beliefs, you develop a more open attitude. Once you understand and are aware of your own cultural attitude and behaviors you are able to change your behavior to be more effective. You want to develop a global mindset and become more open towards ambiguity and not knowing. You want to practice curiosity and learn to be humble and serving.
Skills
Through developing your foreign language skills, active listening, and empathy you can gain better access to people of other cultures. In today’s technology-driven times I believe it is also important for a globally active professional to have media competency. It’s important to be effective in telephone and video conferences, but also to be able to build connections via LinkedIn, Facebook and Twitter. If you are working in Global Mobility you will have to develop your analytical problem-solving skills, you need a feel for numbers. You want to develop your language skills (especially English). You might need consulting and communication skills. You need to improve the way you build relationships. You need to work with information and communication technology effectively and have a grasp of Social Media.
Reflected Experience
When dealing with other cultures it is helpful to analyze critical situations and incidents. One option is the „search for the proof of the opposite. You could, for example, have an assumption about a person’s cultural behavior and then assume that it’s the opposite of your assumption and find proof for this theory. You can start to write an intercultural diary and reflect your assignee cases by applying systemic thinking. You need the ability to record cases, decisions, and exceptions. You need to able to note the details while not losing focus of the overall process. You could debrief challenging assignees with an external coach.
Body Learning
By learning dances or practicing martial arts, and relaxation methods you learn to focus and you will feel better in your body. Thereby you will be able to handle the stress and global complexity a lot better. A good physical constitution is helpful to remain globally competent and effective. Other creative tasks such as painting, playing the piano and photography are also helpful. You want to develop a good routine for processing information. You can increase your presence in meetings and with your clients by following our advice on learning a dance, martial art or relaxation method.
Test your Intercultural Sensitivity
A lot of scientific work has been written on intercultural sensitivity. My favorite model is Milton Bennett’s developmental model of intercultural sensitivity (DMIS). This model is the basis for the Intercultural Development Inventory (IDI) by Hammer and Bennett (2001).
Would you like to test your intercultural sensitivity with the IDI and see if you estimated your competence correctly?
If you would like to go through the test you can email me. The cost is CHF 97 including a debriefing.
Find more information here:
Four Advantages of Working for Angie Weinberger
Guest Post by Oyindamola Adedokun, m
Working for Angie Weinberger helped me a lot. I had just graduated from studying international relations at the university; I was frantically searching for a role that would give me some global experience. Coupled with that was a desperate desire to find someone who could mentor and guide me in an international setting. On one of those days, when I was surfing the internet to see what opportunity I could get, I came in contact with Angie on Instagram.
Unknown to me, she is the managing director of Global People Transitions, GmbH, so I asked that she mentor me in the global mobility field. She graciously requested that I share my resume and informed me about a six-month internship opportunity with her company. This was the beginning of what would soon become an employer-employee relationship and, more significantly, a mentor-mentee relationship.
1 – You Work in a Global Virtual Team
Global People Transitions was my first significant experience working with people from different cultural backgrounds. You are exposed to hands-on experience building your cultural agility when you intern, as you meet people from other parts of the world. Apart from the fact that we had a team that spanned three continents: Europe, Asia, and Africa, I had the privilege of meeting and interacting with clients from different parts of the world, from America to Germany, the United Kingdom to India, from Switzerland to Bangladesh, etc. This experience is surreal!
2 – You Learn From a Cutting Edge Industry Guru
Angie Weinberger is undoubtedly a force in the global mobility profession who has lots of experience to share with newbies and industry professionals. Angie is an expat career coach, author, conference speaker, and guest lecturer with a long-standing history of expertise in the corporate world. Can you imagine feeding from a person with this repertoire of knowledge and experience?
Photo Credit: Geoff Pegler
3- You Get a High-Value Coaching Session With Angie Weinberger
As I mentioned, Angie Weinberger is an experienced and seasoned coach who is highly sought after. She would take you one-on-one on your career and professional goals. She gives tasks that help you gain clarity on your goals and what to do to achieve them. These sessions helped me gain insight into what I really wanted for my career.
4 – You Upgrade Your Skill Set in Global Mobility
You will be in charge of general administrative tasks at Global People Transitions. This exposes you to lots of hands-on, relevant, real-world experience to learn how to perform effectively and efficiently in the 21st-century workplace. Additionally, being Angie’s right-hand person exposes you to everything in between global mobility and relocation to coaching and training professionals to acquire intercultural communication and team management skills, and many more among the plethora of professional skills Angie shares from her Swiss Army knife of a professional skills repertoire. I am happy to mention that these experiences have helped me land a fantastic job as an Experienced Analyst in one of the ‘Big Four’ professional services companies in Lagos, Nigeria. In this role, I will support expats from different countries in settling in Nigeria, from ensuring that there are no statutory and regulatory complications to helping them seamlessly integrate into the culture in Nigeria. The skills and experience I garnered while working at GPT would be helpful as I have watched Angie coach expats who had just moved into new countries.
I unequivocally recommend interning at GPT to anyone, especially final-year students and fresh graduates, who are ready to jumpstart their careers in a fast-paced, international, and multicultural setting. Angie is such an engaging and caring manager, coach, and mentor who would be interested not only in how well you perform on the job but also in how you can achieve your long-term career goals. Angie demonstrated this by recommending many jobs and opportunities for me to apply to. Not limited to these, she also showed care for my personal well-being during the internship as I interned with her during a period when there was a protest that led to unrest in Lagos. The best lesson you will learn from her is that she is on a mission to bring the human touch to global mobility. As an intern, you will experience firsthand how it makes a world of difference and realize this is the added value you can later contribute to your future employers.
If you want to apply for an internship with us, please email angela@globalpeopletransitions.com.
Navigating the Shadows: Understanding Expatriate Burnout and Trauma
Embarking on an expatriate journey is often portrayed as an exciting adventure, promising new experiences, cultures, and personal growth. However, beneath the surface of this exhilarating chapter in your life lies a lesser-explored aspect – the risk of expatriate burnout and trauma. When moving to the land of cheese and chocolate, many of us had an idea of a dream country, and I used to remember my favorite childhood cartoon series, “Heidi,” as a mental reference. During the transition phase, I soon realized that there was another reality about Switzerland.
The Swiss Reality
This a reality you might not be familiar with when you listen to touristy advertisements, and it’s probably not the issues you had in mind (e.g., the high cost of living is a lesser issue when you make a Swiss salary).
- Swiss German is not German. It’s a language with grammar and words that deviate from High German.
- The Swiss culture is not like the German culture, French culture, or Italian culture. It’s a culture of many cultures and lots of diversity and regional nuances that is often hard to grasp for foreigners.
- We have long winters and hot summers, with hardly anything in between. It snows in April and October, and there is a lot of fog during the winter months, so you spend a lot of time inside the house.
- Women are not treated equally in the workplace. As a mother, you are expected to stay home much more than your husband, take care of lunch and other school-related activities, and take long school holidays.
- There is a hidden “circle of trust” you can only access through a person of status in the network. Status is not always clear at the outset.
- There are underground processes for almost everything. When you are new, you first need to understand how everything works to trust that it is actually working. You can’t be impatient, pushy, or assertive.
- The rules are either implicit, or you get a 60-page manual to understand them (usually called “Wegleitung” in Swiss-German).
- You will feel like second class even if you have high status in your home country.
- The Swiss workweek can feel long, lasting 42 hours.
- People aren’t very open to foreigners so you might have a hard time making friends here.
Vast majority of expats want to stay in Switzerland forever, poll finds
https://lenews.ch/2022/07/15/switzerland-unwelcoming-to-expats-shows-survey/
https://www.expatica.com/ch/living/integration/life-in-switzerland-476690/
This blog post delves into the challenges faced by individuals living abroad and illuminates the psychological toll that expatriate life can sometimes take.
Key Factors Contributing to Expatriate Burnout
Cultural Adjustment:
- Living in a new culture requires navigating unfamiliar customs, norms, and social expectations. The constant need to adapt and fit in can be mentally taxing, leading to a sense of disorientation and exhaustion.
Isolation and Loneliness:
- As an expatriate, you often find yourself far away from familiar social networks, friends, and family. The lack of a support system can lead to feelings of isolation and loneliness, amplifying the stress of adjusting to a new environment.
Work-Related Stress:
- Experiencing pressure at work is not exclusive to expatriates, but the added complexities of working in a foreign setting can exacerbate stress. Issues such as language barriers, different work cultures, and heightened expectations can contribute to burnout.
Understanding Expatriate Trauma:
While burnout is primarily associated with chronic stress, expatriate trauma involves exposure to one or more significant traumatic events during your international assignment. Trauma can result from various factors, including political unrest, natural disasters, or personal experiences such as accidents or assaults. Unlike burnout, expatriate trauma is often acute and may lead to long-term psychological consequences.
Key Traumatic Experiences for Expatriates:
Natural Disasters:
- Experiencing earthquakes, hurricanes, or other natural disasters in a foreign country can be particularly traumatizing, especially when you are unfamiliar with emergency procedures and local resources.
Political Unrest:
- Living in a country undergoing political instability or conflict can expose you to the trauma of civil unrest, protests, or even violence.
Personal Safety Incidents:
- Whether it’s a car accident, assault, or any personal safety incident, facing such events in a foreign setting can leave lasting emotional scars.
Expatriate life is a multifaceted journey, and acknowledging the potential for burnout and trauma is essential. Companies and individuals alike must prioritize mental health support, cultural training, and resources to help you navigate the challenges you may encounter. By fostering a supportive environment and addressing the unique stressors associated with living abroad, we can empower expatriates to make the most of their overseas experiences while safeguarding their mental well-being.
Resources for Dealing with Expatriate Burnout and Trauma:
- Expatriate Health and Wellbeing Services:
- Mental Health Support for Expatriates:
- Books on Expatriate Life and Mental Health:
- Good Grief – Transforming Loss into Hope and Resilience by Sarah Kobrus
- “The Emotionally Resilient Expat: Engage, Adapt and Thrive Across Cultures” by Linda A. Janssen
- “The Art of Coming Home” by Craig Storti
- “The Expert Expat: Your Guide to Successful Relocation Abroad” by Melissa Brayer Hess and Patricia Linderman
- The Global Rockstar Album – 21 Verses to Find Your Tact as an Inclusive Leader by Angela Weinberger https://www.angieweinberger.ch/the-global-rockstar-album/
- Online Communities and Forums:
- Cultural Training and Resources:
- Global People Transitions, Zurich, Switzerland
- Global LT – Cultural Training
- Communicaid – Cultural Awareness Training
- Podcasts:
- The Expat Happy Hour
- Expats on Air
- Nomadic Diaries
- Local Support Networks:
- Check if your area has local expatriate support groups or community organizations. Ask me via angela@globalpeopletransitions.com.
Remember, seeking support and resources is a proactive step toward maintaining mental well-being during an expatriate experience. If you or someone you know is struggling, reaching out to professional counselors or mental health services can make a significant difference. Always consult with healthcare professionals for personalized advice and assistance.
Global People Transitions is a consulting firm specializing in expatriate coaching, intercultural training, and support for professionals navigating international transitions. They offer services aimed at helping individuals and organizations manage the challenges associated with global mobility. It could be a relevant resource for those dealing with expatriate burnout or trauma. Fill out our contact form if you need help.
Editorial Note: Some of the information provided comes from a conversation with OpenAI’s GPT-3 model. However, we enhance the information gathered and ensure its accuracy as part of our editorial process.
The Brexit Effect: How Global Mobility is Being Impacted in Europe and Beyond
Recent legislative and policy changes in many countries around the world seem to signal a global shift from an open market to a form of protectionism. Today, I would like to discuss what exactly this is and how it impacts everyone in Global Mobility, using the dreaded Brexit as an example.
Before we delve into Brexit, let’s take a look first at how open market policies were and still are beneficial to Global Mobility.
Open Markets and Free Trade
Brexit: An End to Unrestricted Movement
The political machinations that led to the UK deciding to part ways with the EU, that is, Brexit, have been discussed far and wide and I will not be going over them. If you are looking to brush up on it, the NY Times and BBC have good summaries here and here, respectively. Relevant to this discussion is the fact that the British people have been promised that Brexit would mean an end to the EU’s famed free movement, that is, the right of people from mainland Europe to live and work in Britain. This is a form of protectionism, the term mentioned earlier. Protectionism refers to the economic curtailing of foreign imports through tariffs, quotas, and other governmental policies. Cutting down on the import of foreign workers falls under it, in direct opposition to the free movement that made the EU a unique success story in world history.
Common sense identifies this as a detrimental idea, not only to GM professionals but to long-term economic stability and growth, yet so few speak up against it – the very fact that Brexit is happening is evidence of that fact. Why is that so?
Fear-based Politics Is a Tool of Suppression
A major reason for that is the fear-mongering stoked by politicians, particularly about how immigration and immigrants “steal” the jobs of the locals – this belief is particularly strong among the working class who rally behind all attempts to close down free movement. Unfortunately, this spread of fear works on everyone, at various levels, especially in these times of economic hardship, it is easy to buy into the idea that immigrants are responsible for the worsening economy or the lack of jobs. No one likes to step out of their comfort zone, especially to speak up about uncomfortable topics.
The result? While Brexit has been lingering for years, the political uncertainty it has led to is already creating ripples across the GM community. Companies will be faced with increasingly challenging situations when seeking to move the talent they want, into the location where they are needed most.
Many companies are moving out of or planning to move out of the UK, taking with them hundreds of thousands of jobs from locals. Clearly not the best-case scenario.
This unpredictability is not limited merely to the immigration aspects of Global Mobility, as taxation and exchange of information would become increasingly sophisticated, making it more difficult for companies and authorities to work out and resolve issues of governance and tax payment. A potential problem that arises from this unpredictability is not knowing how the UK will treat its laws and legislation dealing with worker rights, taxation and other aspects that were based on relevant sections of EU law. That is something troubling corporations and experts in finances, taxation and mobility alike.
Another factor determining why we haven’t been more outspoken about the ramifications of politics on our field is the overabundance of fake news. When someone’s statement is countered with aggressively presented “facts”, the people believing in those “facts” can end up influencing others and drowning out our voice of reason.
Does anyone remember the infamous “Brexit Bus”? Despite being proven to be a falsehood, that “fact” is considered one of the major reasons the Brexit referendum was won by Leave. Despite people speaking up about the falsehood of that “fact”, the Brexit Bus still swayed millions with its lie. How does one make themselves heard in such a scenario?
Echoes of Brexit Around the World
Brexit and EU are not the only places where this tidal wave of fear-based politics and misinformation have had an impact on Global Mobility. In March 2018, Australia ended one of its most popular work visas for global professionals with claims that the visa was taking jobs away from Australians, replacing it with one that was a lot more stricter on professionals and companies alike. The USA’s stance towards the mobility of foreigners is also of note, targeting millions of Muslims from around the world, and about the same number from south of their border through the implementation of various “travel bans”. These policies have been crucial in disrupting nearly all companies that source their talent globally.
As these roadblocks mount, we are faced with a unique, ever-growing challenge of navigating political opposition to its core tenant and unpredictable laws that can spring up at any moment. Given this uncertainty, what we can do at this turbulent time is developing a series of rapid response protocols/procedures that allow us to stay on top of these shifts while carving out a longer-term plan for navigating these changing political waters.
We need to stay relevant
As mentioned by Tracy Figliola and Gina Vecchio in their excellent article “Global Mobility Coming of Age” (The International HR Adviser, Winter 2019/2020) we are currently at the crossroads of extinction or expansion of our profession. As I’ve been working on expanding our skillset and mindset over the last few years, I would certainly hope that we step up our game this year.
If we want to continue adding value as a function we need to show through our actions that we are finding solutions to all those ever more complex issues. I usually hold back my political opinion here and on social media for fear of attracting trolls and haters but I committed yesterday to support “outsiders” more, and to work with an even more diverse team in 2020.
We need to think big and start with baby steps at our own front yard. For example, I will work with an intern from Africa this year. My clients come from around the world but we can still do more to encourage global competency development and break down the barriers to Global Mobility. We can set examples and work on positive changes in our realm of influence whether we are expats, expat entrepreneurs, scientists or Global Mobility Professionals.
Further Posts
https://www.mazars.co.uk/Home/Insights/EU-Exit-time-to-take-action/Hard-brexit-global-mobility-considerations
Prevent Family Separation
Prevent Family Separation in Global Mobility
Stop me if you have heard this before. Still, the general belief among people seems to be that separation rates among expatriates are higher than those among native (aka stay-at-home) professionals. I want to point out that this is not the case. The reality is that this idea comes from the fact that the impacts of family separations are much more significant. Consider the difficulty of handling separation and potential custody disputes through geographical boundaries. Discussion among multinational Global Mobility circles is centering on the issue of Dual-Career Expat Couples.
Why You Need To Care About This
You may be wondering how their relationships and related problems impact businesses. The answer is simple:
People would choose to leave their international assignment to save their marriages or, as one Partner in one of my former GM Leader roles once said, “Happy Wife, Happy Life.”
A McKinsey study shows that 70% of expat assignments fail, meaning the position gets vacated, and companies have to spend extra money to replace and train personnel, meaning their growth slows down. Businesses, therefore, have a vested interest in seeing these relationships succeed.
To get the professionals’ perspective, research conducted by PwC found that most employees listed the spouse’s career as a barrier to mobility.
Many would not choose to disrupt their spouse’s established careers and move them to another country.
Reports from Crown and Brookfield pointed out that family challenges of international relocation remain a top reason for assignment refusal and failure. At the same time, a growing body of anecdotal evidence suggests that many expatriate marriages often fail at massive cost to organizations (McNulty, 2015). Nearly 70% of expatriates and their spouses reported “marital breakdown” as the most crucial reason relocations fail (Lazarova et al., 2015; Lazarova & Pascoe, 2013).
The reasons for Expatriate Failure are usually not well captured. There is a data hole here, and we must assume that family reasons are a significant reason for expatriate failure rates. This lack of data needs to be addressed shortly as the importance of this issue rises, as a recent survey from Mercer highlights. According to the NetExpat and EY Relocation Partner Survey, 71% of the companies surveyed claim that Expat Spouse’s unhappiness is the primary reason for Expatriate Failure.
In light of all these findings, improving spouse and family assistance as well as spouse career support clearly needs to feature at the top of the list of challenges and priorities of Global Mobility programs.
Regarding Expatriate Failure rates, one example that I tend to criticize is that assignments often end prematurely because of business considerations, expats accepting a new role in a new location, or ending school years. However, the project was still a success.
The current definition of Expatriate Failure would categorize such an assignment as a “failure.”
In contradiction to “Expatriate failure,” “Expatriate Adjustment” is used as a common way to measure the “success” of an international project and is often equalized with carrying out the assignment during the assigned period.
There isn’t a quick or easy solution to this issue, especially with the data hole present. Let us look at possible solutions to this issue, how to improve the Expat Experience (XX) for your spouse or life partner, and how best to handle the problem in case the worst outcome becomes inevitable.
Besides Expat Spouse’s career, KPMG identified another main demographic reason that leads employees not to take up an international assignment: sexual orientation.
In 2018, only 40% of the companies they surveyed had Diversity and Inclusion objectives as part of their Global Mobility strategy, while only 20% had actually planned to review their policies after reassessing the demographics of their globally mobile employees based on diversity.
Additionally, excluding gender, other points such as ethnicity, age, religion, and disability status have not yet been captured in the global mobility space.
Like in most of today’s international companies, you have probably come to recognize the proven benefits of a diverse and inclusive workplace. However, if you are in a same-sex relationship, the reality of Global Mobility can be complex. Even if your Global Mobility Manager is open, you could face immigration challenges and prejudice in the host country.
How do we Define Expat Spouse?
As most countries require you to be legally married to enter their borders, I will also use the term Expat Spouse for life partners. Also, this term applies to all genders and same-sex relationships. For clarity, the gender-neutral ‘spouse’ is the expatriate’s life partner, and the word is also commonly included in contracts and policies for international assignments. We will also use the time Expat Couple. For further definitions and terminology, consult “The Global Mobility Workbook”(2019).
What you can do: Eight Ideas to Avoid Family Separation on Your Expat Assignment
1 – Involve Your Spouse
You (the Expat) must appreciate and contribute in any way possible to not let your Expat Spouse compromise their career. Many Expat Spouses can probably relate to the experience of living in a country that is not always of their choosing.
Often, they also have very high professional qualifications and years of solid work experience behind them. Suddenly though, they are left without any employment despite real efforts to find work and might even struggle to have their degrees recognized in the new country.
The most crucial point here is that you involve your Expat Spouse in the decision-making process from the beginning, not only when the moving truck pulls up the driveway.
2 – Understand Immigration
Many countries do not automatically grant the right to work to the Expat Spouse. You need to check if your company will support your Expat Spouse with obtaining a work permit. You can check the host country’s immigration websites for initial guidance.
3 – Support as long as necessary
Assist your spouse in getting a job or starting their own business by being financially supportive. You can agree on a temporary loan so they don’t feel dependent on you. Discuss the financial situation during the assignment and what it will mean for their old-age pension and other saving plans they might have. Make sure you aren’t troubling them by overemphasizing.
4 – Spend Quality Time Together
A new place can feel daunting and scary, often lonely. Spend quality time with your spouse so they don’t feel alone in a new place. Plan weekends away to learn the positives about living in a new culture, not just daily life. Explore the new culture and meet other people to build a network of friends fast.
5 – Consider Joining A Support Group
Joining a support group of people going through similar experiences can also guide your Expat Spouse in adjusting to change. Several online and physical communities around the world are worth looking into. And when it comes to Switzerland alone, the choice is large: from the well-known Internations to Expatica and from the Zurich Spooglers to the Hausmen of Basel, the opportunities to connect with fellow Expats and Expat Spouses in the country are plenty.
6 – Help Your Spouse In Finding Volunteer Work
In Switzerland, a lot of associations depend on volunteers. Search for English-speaking groups your Expat Spouse could support, like SINGA Switzerland or Capacity Zurich. If you have children, you can also help international schools and kindergartens. Generally, this is easier done by joining parent associations like the ones at the Zurich International School or the Inter-Community School Zurich.
7 – Give them a Coaching Voucher for a Session with Angie Weinberger – Expat Coach
We have a lot of experience helping clients mend their broken relationships. One session can help shift the Spouse’s mindset from victim to self-reliant, strong, and active professional. You can also buy “The Global Career Workbook” (2016).
8 – Step Back For The Next Career Move of your Spouse
Even though this one idea is pretty self-explanatory, it is hard to do in practice, especially if your income is a lot higher than the income of your Spouse. Take turns in whose career is leading the decision for the next assignment. That means stepping back when it is your spouse’s turn to advance in their career.
⏰ Job Seekers, listen up 🇨🇭
👩🎤 Are you looking for a career opportunity in Zurich,🇨🇭 Switzerland, but struggling to find a job?
With a highly competitive job market, high language requirements, and strict certification regulations, landing a job in Switzerland can be daunting. You might search on #LinkedIn and apply for jobs with 101 other applicants. You apply to jobs where you know the brand. That is the straight path into the valley of tears. You might not know that 4 (5) positions are sourced through “Vitamin B.”
But don’t worry, I’ve got you covered!
💫 In this free guide, we share ten tips for landing your dream job in Switzerland. These tips are based on our extensive experience in the Swiss job market and will help you easily navigate the job search process.
Here’s a sneak peek at what you’ll learn:
💡 My Top Ten Tips for Landing a Job in Zurich as a Foreigner
💡 My Favorite Job Boards
💡 My 21 Points for Creating a Fresh Resume
💡 A complete moving checklist and much more!
Sign up for your free guide and start your journey to a successful career in Switzerland.
#FreeGuide #Job #HireMeExpress #Switzerland #VitaminB #CircleOfTrust
http://eepurl.com/hitraT
Resources
Top 10 Tips for a Killer Linkedin Profile
References:
Black, S. J., Mendenhall, M. E., Oddou, G. (1991). „Toward a Comprehensive Model of International Adjustment: An Integration of Multiple Theoretical Perspective”, The Academy of Management Review, DOI: 10.2307/258863
Bruno, Debra. (2015, March 18). „Divorce, Global Style: for Expat Marriages Breaking Up is Harder to Do”, The Wall Street Journal. Retrieved April 29, 2020, from https://blogs.wsj.com/expat/2015/03/18/divorce-global-style-for-expat-marriages-breaking-up-is-harder-to-do/.
KPMG. (2018). „Inclusion and Diversity in Global Mobility”, KPMG. Retrieved April 30, 2020, from https://assets.kpmg//content/dam/kpmg/xx/pdf/2018/06/global-mobility-inclusion-and-diversity-how-gms-can-help-move-the-needle.pdf.
Hsieh, T., Lavoie, J. & Samek R. (1999): „Are you taking your Expatriate Talent seriously?”, The McKinsey Quarterly. Retrieved April 29, 2020, from https://www.questia.com/library/journal/1G1-63725939/are-you-taking-your-expatriate-talent-seriously.
Lazarova, M., McNulty, Y. & Semeniuk, M. (2015). „Expatriate family narratives on international mobility: key characteristics of the successful moveable family”, in Suutari, V. and Makela, L. (Eds), Work and Personal Life Interface of International Career Contexts, Springer, Heidelberg, pp. 55-76.
Lazarova, M. & Pascoe, R. (2013). „We are not on vacation! Bridging the scholar-practitioner gap in expatriate family research”, in Lazarova, M., McNulty, Y. and Reiche, S. (symposium organizers), ‘Moving Sucks!’: What Expatriate Families Really Want (and Get) When They Relocate, Symposium at 2013 US Academy of Management Annual Meeting, Lake Buena Vista, FL.
McNulty, Y. (2015). „Till stress do us part: the causes and consequences of expatriate divorce”. Journal of Global Mobility, vol. 3, no. 2, pp. 106–136. https://doi.org/10.1108/JGM-06-2014-0023
McNulty, Y., Selmer, J. (2017): Research handbook of expatriates.
Weinberger, A. (2019a): „The Global Mobility Workbook, “Third Edition, Global People Transitions, Zurich.
Weinberger, A. (2019b): „The Use of Digital Intercultural Coaching with Expats and Implications for Transition Plans in Global Mobility”, Master’s thesis, The Institute for Taxation and Economics, Rotterdam, from https://feibv.nl/wp-content/uploads/2019/04/Master-Thesis_Weinberger-Angela_Jan-2019_Final.pdf
