We thought we should pull together the main reasons, according to our experience that hinder Expat Spouse employment in the host country. This is a non-scientific analysis based on opinions and experience. There are a number of studies (Permits Foundation, 2012; Silberbauer, 2015) dedicated to the topic.
Global Mobility providers and academics often research how family impacts “expatriate failure”. In my view, this is not enough. We should investigate how we can bring down the barriers to Expat Spouse employment. Why is it so difficult for Expat Spouses to find work in the host country? Here is a short analysis of the issues. Before getting too frustrated please check out our Expat Spouse Career Program Zurich Switzerland HireMeExpress.
1- Work Permit Restrictions
Finding a job is not as straightforward for many of my clients as it is in their home countries. Even if most top host locations allow Expat Spouses to work on the partner’s dependent work permit, other countries present significant restrictions to Expat Spouse employment. In fact, while some of them do not issue work permits to any Expat Spouses at all, others may present subtleties linked to marital status or they might not recognize same-sex marriages.
2- Host Language Skills
Even though the expat might work for a global company, most jobs in the host country will require host language skills. Unless you move from the UK to the USA, you often will not have the language skills required to work in the host country. It’s important that you don’t underestimate this aspect and that you start learning the local language as soon as possible, ideally before relocating. The good news is thatalmost two-thirds of employers already provide this as the main form of assistance (Permits Foundation, 2012). If there is a business need, companies generally pay for a 60-hour course also for the Expat spouse. However, 60 hours is not a lot and for working in another language a basic course will not be sufficient. There are specific job search engines that filter for English-speaking roles. If you are looking to find employment in the Swiss job market, you can look up www.englishforum.ch.
3- Recognition of University Degrees in Regulated Fields and Non-Regulated Fields
While within the EU we can assume that university degrees will be recognized due to the common job market, a Brazilian doctor cannot work in a hospital in Switzerland. We call this a “regulated profession”. In the best-case scenario, you will need to go through a considerable amount of bureaucracy to get your degree converted, and this may cost you a good amount of money. In the worst-case scenario, however, if you want to keep practicing your profession, you will have to get complementary certificates in the host country. Even in non-regulated fields and jobs it seems very hard to translate degrees and determine equivalency. Very often you need to explain what your degree and experience mean in “lay terms.”
4 – Professional Networks
Another issue is the lack of a professional network, which gives access to the untapped and informal labor market in the host country. Often you can only join professional associations when you are in a corporate role or when you have graduated in the country. Building your professional network in your host country will require time and trust. You will have to start from scratch and dedicate a considerable amount of time to this activity if you want to see good results. You will also need to understand that matters of trust and relationships are culturally different, so it’s important that you act in a culturally appropriate manner when attempting to expand your professional network.
5 – Global Mobility Policy
Only very forward-thinking global mobility and global recruiting policies address the need for support for “trailing” dual career partners. While ten years ago dual-career issues on international assignments were solved by sticking to classical Western nuclear “family” models, we now want to adhere to the needs of dual careers, patchwork families, Eastern “family” models, same-sex partners, and unmarried de-facto relationships. Visionary Global Mobility policies address various support models ranging from providing a lump sum to spousal career coaching. As an intercultural career advisor, I also work with clients who decide to start a global, transferable business so that they can follow their life partner to other locations and become location-independent. Thanks to technology I can support clients in NYC as well as in Mumbai. We also support candidates to improve their personal branding in the host market, learn to network effectively and improve their interview skills and online presentations. But it’s crucial that Global Mobility Leaders update their policies and promote spouse support services rather than pay lump sums.
6 – Intercultural Bias of Our Recruiters
Our recruiters often do not understand intercultural differences. Recruiters often don’t understand resumes from other countries and outsourcing talent specialists to HR-shared service centers has not improved the chances of “foreign” candidates in the recruitment process. Most selection methods and assessments are culturally biased. For example, in Switzerland, psychometric testing and other assessments of candidates are used to assess candidates next to interviews. Riedel (2015) shows examples where highly skilled candidates from China fell through the assessment roster in a German company because of their indirect communication style. Companies should provide training on Inclusion and Diversity in an attempt to eliminate unconscious biases and ensure all worthy candidates are being considered for global mobility. This practice is not yet spread. According to KPMG, 39% of employees surveyed aren’t aware of inclusive leadership training within their organizations.
7 – Unconscious Bias of Sending Home Sponsors
PwC issued a study in 2016 on female expatriation where it appears very obvious that a lot more women would be interested in an international assignment than the ones that are actually sent. As a matter of fact, some types of assignments (like short-term, very short-term, and fly-in and out commuter assignments) are notably more popular among women than among men. If women make up 20% only (PwC, 2016) of the internationally mobile population across all sectors, it’s probably due to the unconscious bias of the sending-home sponsors who assume a female manager is not mobile even though she might have mentioned it several times. I speak from experience. If you want to guarantee that the selection of women and other underrepresented groups is fair and objective, you need to measure the relative inclusiveness of mobility assignments and ensure policies on equal access are working. If you find out they are not working, intervene as soon as possible.
8 – Research to Measure the Impact of Dual-Career Programs
In 2012, ETH Zurich conducted extensive research with several European universities on barriers to dual careers within the EU and EFTA countries. For most companies (NetExpat & EY, 2018; Atlas World Group, 2019) the presence of dual-career couples negatively affects the decision to relocate. There’s more: the spouse’s unwillingness to move because of his or her career is the first reason for turning down relocation. After all, it’s 2020, and the increasing number of households relying on two salaries should not surprise us. While in the past, small firms were relatively less affected by spouse/partner’s employment than medium and big firms, in more recent times, the impact has been similar across company sizes. There is evidently still a lot to do in order to integrate the needs of dual-career couples in the expatriation process. If you want to keep pace with reality and stand out with a far-reaching Global Mobility policy, please keep this issue a top priority.
On the receiving end, I can report that more and more expat spouses are male. There is hope. If you want to see how all these work in practice and would like to receive a proposal from us, please drop a line to Angie Weinberger (angela@globalpeopletransitions.com). I am happy to support you!
Silberbauer, K. (2015). Benefits of dual-career support for expat spouses, International Journal of Business and Management, vol 3, no. 2. DOI: 10.20472/BM.2015.3.2.005.
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.
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:
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
It all boils down to the fact that free trade agreements specifically include concessions for mobility. Combined with reduced taxes and government programs to encourage foreign investments, this literally opened the door for GM professionals to successfully ply their trade in different countries. Another step later down this pipeline is streamlining visas and entry requirements—all of which promote the movement of skilled professionals across borders.
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.
Starting a business (and keeping it running) is hard work. I mean, hard! But it is all worth the time, money, and effort invested for those with a passion, a plan, and a reliable support system. It’s going to be a rollercoaster ride, though. Between the rewarding highs of seeing the spark of interest in a student’s eyes or the genuinely thankful client, you were able to help. Then, there are the lows of the stress and responsibilities that come with being an entrepreneur, and you might wonder if you did the right thing by making changes or if you are going to make it. But the freedom to focus your energy on what you have most at heart allows you to grow, live for your purpose, and live from it too!
It requires a lot of discipline, physical and mental fitness, and friends who will not leave you if you have not been in touch for more than a week. You need a life partner and family who are entirely behind your decision, and you need to be prepared to work harder than ever. After almost ten years of building and running an offline and online business with freelancers in different locations and a diverse client base, I consider myself a pro.
Finding Your Purpose as an Expat Coach
A few years back, the business was drained, and the savings were used up. I had invested in two additional courses. I was ready to give up and get a full-time job. I even said “yes” to a full-time job offer. But then “fate” kicked in. In a very relaxed moment during our first RockMeRetreat, I knew the answer was a clear “No.” I was not ready to start a full-time job in a leadership role again, where I would spend all my energy on maneuvering politics, playing the game, coaching a team, and sitting at a desk for more than six hours a day. Yes, I was very disappointed when the company told me that they wanted to hire somebody else. I was down and scared, but at the same time, I was relieved. And I knew this feeling. It was the freedom smell. Deep down inside, I knew that I would always fall back on my feet and have all the skills within me to make a living. I once again felt the fear (and did it anyway). (There’s a book about that).
Let’s help Expats Find Their Intrinsic Motivation
This post is not a pep talk on how we should leap out of our comfort zone and fight for survival daily because this adrenaline level is not suitable in the long run. We only need this kind of adrenaline in an actual emergency during a tornado or a pandemic, but not every day for years on end. A job is great. A paycheck is wonderful. A sick day is sensational. A sponsored coffee is amazing. A paid holiday is fantastic. Burnout isn’t. You probably wonder how you keep the energy drainers out of your work environment, and my advice about this is a simple one: Focus on your well-being first. Focus on that as long as you need, stop eating junk food, walk regularly, stop working after six hours, and change your routine to fit your life. Most of the issues we have at work come from our fear of not being enough. We overcompensate. You might think that you need to achieve that next level, subsequent promotion, or next salary band. Then you will have a wonderful life. But let me be honest with you: There is a price you pay for that. And this price might not be what you are looking for right now. I am in favor of abandoning many of the typical HR systems. Let us give our people the benefit of the doubt again and help them find their intrinsic motivation.
We should help them work on projects where they can thrive, help them develop client relationships they will find engaging, and above all, we should change lives. Passion is a better driver than security for entrepreneurs as employees. And if you doubt now how you can help your team get to that level, we should have a conversation. I would say first of all: Everybody still has a ton to learn in this world. Understanding that we are always learning is the first step toward growth. Many people, especially women, need help to find the confidence to move ahead. In Switzerland, many women grew up in a male-dominated environment where they learned to work more than their peers to be recognized, and when they tried to move up the ladder, and had to show their teeth. Then a manager told them that they were too aggressive and too pushy.
They started to have self-doubts and fell into a complacent state where moving up was no longer an option. I know many excellent women with the busy-bee and Aschenbroedel-syndrome. They run their departments silently in the background, while a male colleague gets the bonus and the honors. They start initiatives and get criticized. They speak out in meetings, and someone else picks up the thread, and everyone applauds the other guy.
Help Female Expats and Rainbow Talent Be Heard
We can all do our share to help them thrive. Sometimes an encouraging hug or a pep talk during lunch or a job referral might just be what they need. My team and I started helping more diverse women. We work with women from developing countries, women with more seniority, and women from minority backgrounds. Whatever their backgrounds, women with young children also face obstacles and prejudice in the labor market. Managers often assume they will miss work when their children are sick or that they will leave early. I’m ashamed to say that, but we diligently exclude certain people from the workforce here in Switzerland, depriving them of the fundamental right to work. It’s not always intentional, but we cannot always blame unconscious bias for our decisions.
Some companies forgo excellent candidates because the humans who make up that company cannot move beyond their prejudice about women (even more so if they come from developing countries, have young children, have gaps in their resume, or are LGBTQ+, or disabled). It is frequent for people with a refugee background who cannot produce the required papers and certificates for specific jobs to face many challenges when accessing the job market. People suffering from mental health problems such as depression and talents who might be on the autism spectrum or have schizophrenia face numerous barriers when searching for a job. We might not be able to create a significant groundswell today and start a revolution, BUT we can change lives, one person at a time.
“I’m on a Mission to bring the Human Touch back into Global Mobility (through Digitalization).”
Angie Weinberger preparing for a Red Couch Talk
As we delve deeper into the world of entrepreneurship, diversity, equity, and inclusion, it becomes increasingly apparent that these are not mere buzzwords but pillars of our collective future. In this extended discussion, we will explore the significance of fostering a diverse and inclusive entrepreneurial ecosystem, the challenges faced by underrepresented groups, and the strategies to overcome these obstacles.
The Power of Diversity, Equity and Inclusion
Entrepreneurship has long been considered a realm of opportunity, a space where innovative ideas can flourish, and dreams can come to life. However, the path to entrepreneurial success has not always been equally accessible to all. Historically, certain demographics, particularly women, underrepresented groups, and individuals from underprivileged backgrounds, have faced systemic barriers that hindered their entrepreneurial journey.
In recent years, there has been a growing recognition of the immense value that diversity and inclusion bring to the world of entrepreneurship. Research has consistently shown that diverse teams and founders are more likely to achieve higher financial returns, foster innovation, and solve complex problems effectively. In essence, diversity is not just a moral imperative but a strategic advantage for any entrepreneurial endeavor.
Challenges on the Road
While the benefits of diversity are evident, it’s crucial to acknowledge the unique challenges faced by underrepresented groups. These challenges range from limited access to capital and resources to biases in investment decisions. For female entrepreneurs, the gender pay gap and the scarcity of female investors further exacerbate these hurdles. Similarly, individuals with disabilities encounter obstacles in terms of physical accessibility and societal stigmatization. The lack of understanding and accommodation for mental health challenges can also deter talented individuals from pursuing entrepreneurial ventures. Moreover, women of color often face a double burden of racial and gender discrimination, making it essential to address intersectionality in discussions of diversity and inclusion.
Strategies for Inclusion
In our quest to build a more inclusive Global Mobility landscape, several strategies have emerged as effective tools for change.
Accessible Funding Opportunities: Creating funding mechanisms that are more inclusive and accessible to a broader range of entrepreneurs is paramount. This includes venture capital firms actively seeking diverse founders, crowdfunding platforms, and government initiatives that provide grants and loans to underrepresented groups.
Mentorship and Support Networks: Mentorship programs that pair experienced entrepreneurs with aspiring ones have proven to be instrumental in leveling the playing field. These relationships offer guidance, advice, and valuable connections.
Education and Training: Equipping aspiring entrepreneurs with the skills and knowledge they need to succeed is vital. Educational programs, workshops, and incubators designed for underrepresented groups can provide the necessary tools to thrive in the entrepreneurial world.
Breaking Down Biases: Addressing unconscious biases in investment decisions and workplace practices is an ongoing effort. Diversity and inclusion training, blind recruitment processes, and transparent evaluation criteria can help mitigate bias.
Policy Changes: Advocating for policy changes at local, national, and international levels is essential. These policies should promote diversity in hiring, access to education, and equitable distribution of resources.
Celebrating Success Stories: Highlighting the achievements of diverse entrepreneurs not only inspires others but also challenges stereotypes. Recognizing and celebrating these success stories is a vital part of creating a more inclusive entrepreneurial culture.
A Collective Mission for Change
In conclusion, the journey toward a more inclusive entrepreneurial landscape is a collective mission that requires the efforts of individuals, organizations, and society as a whole. It is not merely about opening doors but also about ensuring that once those doors are open, everyone has an equal opportunity to thrive. The entrepreneurial world is a dynamic and innovative space, and by embracing diversity and inclusion, we can unlock its full potential, change lives, and bring about a brighter future for all. We might not be able to create a significant groundswell today and start a revolution, BUT we can change lives, one person at a time. Join us in our mission.
Committing to diversity, equity, and inclusion in Global Mobility, we can pave the way for a more prosperous, inclusive, and innovative future, where every voice is heard, and every dream has a chance to flourish.
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.
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.
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.
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.
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.
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.
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.
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.
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.
7 – Ask me for a consultation and coach supervision
