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Jan 28

There’s No Place like Home…Or Is There? The Challenges of Repatriation

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Human Resources No Comments »

According to a recent article published in The Telegraph, coming home after a long stay overseas can be just as stressful as moving to a foreign country. While expatriates expect to experience some level of culture shock when they go on an international assignment, most repatriates do not expect any reverse culture shock and therefore do not seek any support in the form of repatriation training or coaching for themselves or their family.

Airplane Maurits Vink i There’s No Place like Home…Or Is There? The Challenges of Repatriation

© istockphoto.com/ Maurits Vink

This reverse culture shock is all the more distressing because no one sees it coming. Expatriates fully expect to be confused and frustrated in a new cultural environment, but not in their home environment where they know the local customs so well. Returning to their own culture of origin can be more stressful and have more unexpected consequences than a transition into the unfamiliar.

When reality sets in and repatriates realise that things have changed, the initial excitement of returning home quickly disappears and is often replaced by feelings of anxiety, stress and a sense of loss. These negative feelings can stem from a number of different factors including :

Social Step Down
Many expatriates living in another country experience life at a higher level than they may at home. In other words, they may have a cleaner or a nanny or they may have opportunities for adventures, shopping or treatments that they would not have been able to afford at home. As such, readjusting to their normal standard of living upon repatriation may create negative emotions.

Lack of Interest from Family and Friends
Most expatriates have lots of opportunities for some really amazing adventures. They explore another part of the world and may have funny stories about what they ate or people they met. After some time the level of interest that people may have had in your adventures may decline, leaving many repatriates feeling inadequate and or irrelevant. This is especially true for those friends and family members who have no experience of cross-cultural interactions and therefore struggle to understand the true dimension of life in a foreign culture.

False Expectations
Expatriates often expect things at home to be the same as they left them so are often surprised or disappointed when they discover that things have changed. Their home culture may suddenly seem simple or unsophisticated after experiencing a wider multicultural world. Issues that previously seemed important may appear petty in comparison to the overseas experience. Repatriates need to remember that while they have changed significantly during their international experience, it is likely that their home country would have changed too.

Reverse culture shock is often exacerbated by the lack of information available to repatriates. There is a large discrepancy between the amount of information and assistance available to prospective expatriates and that available to repatriates. While there are countless books and websites devoted to giving advice to expatriates about adapting to the host culture and dealing with culture shock, there is not very much information available about reverse culture shock leaving many repatriates open to the challenges of adjusting to life back home.

Readjusting to their former way of life may take some time and returning expatriates may experience various stages of reverse culture shock as part of the readjustment process. Repatriates may go through a period of maladjustment characterised by high levels of irritability and nostalgia for their ‘new’ culture. Specialised repatriation training can provide the necessary skills repatriates need to cope with their return to their country of origin. Repatriation training will also highlight what returning expatriates can expect in terms of their own feelings as well as some of the possible scenarios they may encounter upon their return including:

  • Recognising a change in their own personal values and attitudes and how they now differ from what people are used to
  • A lack of appreciation by friends, family or colleagues for the knowledge and skills they have developed while abroad
  • The low level of interest from friends, family or colleagues in their international experiences and adventures
  • Change in status and lifestyle

It’s important that expatriates mentally prepare themselves for their international assignment, but it can be even more important for them to prepare themselves before returning home. Being aware of and expecting reverse culture shock and the time it will take to readjust to their home culture can help repatriates to develop more useful coping mechanisms. Participating in a repatriation training course will ensure that repatriates have a smoother reintegration into their local culture and a better chance of being able to apply their new knowledge and skills to their social and professional life. With the right preparation, repatriates can really feel like ‘there’s no place like home’.

© Communicaid Group Ltd. 2011

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Nov 11

Ensuring your Expats’ Success in a Cross Cultural Context

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Business & Management, Culture training for Human Resources No Comments »

A recent article in the Financial Times sums up some of the many challenges that can arise for expatriates going to a foreign country for a long or short term expatriation. From culture shock to homesickness and psychological distress, being an expatriate can become an ordeal and according to forensic psychologist Dr Hamden, expatriation is just not for everyone. But for those who can cope with the cross cultural challenges, an expatriation can become an enriching experience, bringing an invaluable global mindset.

Team cercle Rafal Zdeb i2 Ensuring your Expats’ Success in a Cross Cultural Context

© istockphoto.com/ Rafal Zdeb

The article takes the example of Michelle Brown, a PR executive sent by her organisation to Hong Kong in 2000. While she was looking forward to her expatriation, she certainly did not expect the great number of challenges she was going to face such as weather, food and culture shock. But the greatest difficulty she faced was probably how the locals behaved regarding the colour of her skin.

A young black woman, Michelle attracted a lot of curiosity from locals, especially as it was a place overwhelmingly inhabited by Chinese and white expatriates. Despite their behaviour, she coped admirably and even decided to live in a ‘normal’ part of Hong Kong instead of settling in an expat neighbourhood. She managed to adapt to her new environment, made friends and now has wonderful memories of her expatriation there.

Unlike Michelle Brown, many expatriates just can’t cope with the challenges of their new cultural environment. There are many reasons for a failed expatriation but some of the most popular ones include:

  • Difficulty adapting to a new culture
  • Impact of culture shock
  • Lack of social or professional activity (especially for trailing partners)
  • Homesickness

Expatriates need to consider all of these and others before going on an expatriation. According to the Financial Times, 6% of expatriation processes failed in 2010. Half of these failures are due to the inability of expatriates to adapt to their host culture. The result is a huge loss of money and time for international organisations which could have been avoided with the right cultural support and measures in place for expatriates.

There have been several solutions over the last century that continue to help expatriates and improve their international experience. Some of these include:

  • Increased use of virtual communication and improved technology that helps them maintain a social link with their family and friends while on expatriation
  • Increased ability to travel by plane allowing them to spend more face-to-face time at home with family and friends as well as colleagues
  • Psychological support and the wider use of cross cultural training courses to help them to cope with the challenges of expatriation

According to the Financial Times, 83% of international organisations declared that cross cultural training courses are a great way to ensure the success of an expatriation.

International companies increasingly recognise the importance of culture in the expatriation process. They now have available new tools such as The International Profiler which helps them review competencies expatriates may need to develop to be successful in the target country. They also have access to a plethora of intercultural training courses such as Living and Working in Hong Kong or Living and Working in India which provide future expatriates with a comprehensive understanding of their own and host cultures. Providing cross cultural awareness training and follow-up support to expatriates will help them to settle more easily and thrive in a new cultural context.

Ensuring the happiness of your expatriates is essential as it will help them to maintain a high level of performance in their new position abroad and reduce the chances of an early return which can be costly and time consuming. Providing expatriates with the cross cultural training courses and support they need will help guarantee an excellent return on investment for the organisation and a happy life changing experience for the expatriate and their family.

© Communicaid Group Ltd. 2010

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Sep 17

Cultural Awareness Training: Ensuring a Successful Cultural Adaptation

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Business & Management, Culture training for Human Resources, Culture training for the Public sector No Comments »

An international assignment is always a challenge from both a professional and personal perspective as coping with the differences within the workplace and the personal environment can be difficult.

Statistics show that failed international assignments are mainly related to a lack of adaptation either from the expatriate or his/her family. A failed expatriation can have severe consequences for an organisation and result in a significant loss of money as expatriates can be expensive.

Globe Kasia i Cultural Awareness Training: Ensuring a Successful Cultural Adaptation

© istockphoto.com/ Kasia

 

Studies suggest that a failed international assignment can cost between$100,000 and $300,000. Failed business or project objectives also indirectly harm the brand image and limit the future business perspectives of the company. Finally, the damage on the expatriates’ morale and performance can also be disastrous, depression and a long lasting loss of confidence can affect them even after they return.

Working habits are one of the main problems encountered by expatriates as they can be fairly different from one country to another. The way people deal with risk, hierarchy, time and decision making processes are different and these differences can hinder an expatriate’s performance. Expatriate cultural programs can increase the understanding of the impact of these differences which will help them to adapt more easily to his/her new environment. Cultural awareness training will also provide expatriates with key insights and practical information about business and social practices in the country.

It is also crucial to assess and understand the expatriates’ main concerns in order to help them to succeed. According to the HSBC Expats Survey results, expatriates are mainly preoccupied with their ability to make friends abroad, socialise and adapt to the local community. They are also concerned about ensuring their partner and family have an enjoyable experience.

All of these challenges can be difficult to overcome without the appropriate and relevant cultural awareness training. Deciphering Chinese or Indian social and business practices and customs is almost impossible without the proper guidance. During an expatriate cultural program, delegates can also benefit from the experience of their trainer who will share anecdotes and first hand testimonies that can help expatriates to foresee what await them in their host culture. Cultural awareness training also helps to break down myths and stereotypes which sometimes lead to false assumptions and cultural insensitivity.

Providing expatriate cultural programs such as Living and Working in India or Living and Working in China can help future expatriates to adapt quickly to their new environment and reduce the risks of failure. The relevant and appropriate strategies and tools they will receive on expatriate cultural program will give them the confidence they need to work effectively in another culture and cope with the specific challenges of their expatriation.

© Communicaid Group Ltd. 2010

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Sep 10

Helping the Whole Family to Adapt to a Foreign Country

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Business & Management, Culture training for Human Resources, Culture training for the Public sector No Comments »

According to the 2010 Global Relocation Trends Survey, only 47% of international assignees had families with children when they went abroad last year. This all time low percentage shows a new trend in international human resources: organisations increasingly prefer to send expatriates with no children for short and long term assignments. This is primarily because the inability of the family to adapt is one of the primary causes of failed international assignments and is one of the main concerns for HR professionals.

Family H Gall i Helping the Whole Family to Adapt to a Foreign Country

© istockphoto.com/ H Gall

 

Indeed, sending a whole family to a foreign country can represent a huge challenge without the proper preparation. Offering an expatriate cross cultural program to the partner and children can be an excellent way to prepare them for their international experience. By undergoing an expatriate cross cultural program, families can get the insights and understanding they need about the environment, way of life, currency, customs or food in the target country. Increasing their understanding of the visible part of the culture they are going to live in is just one aspect. Training can also make expatriates aware of the core cultural values of the target country that they will need to understand and adapt to.

Deciphering the core cultural values of the target culture can help all family members to cope with culture shock which is one of the greatest challenges they will face and can jeopardise the whole expatriation process. An expatriate cross cultural program can also help them to understand the different communication styles and social etiquette to ensure they can communicate what they need and behave without making any cultural faux pas during their expatriation.

Expatriate cross cultural programs can also provide the partners of international assignees practical tips about finding a job or building their social network. This ensures partners avoid getting bored and feeling disconnected from society which can negatively impact their adaptation to the new country. Getting the children ready is equally important. Expatriate cross cultural programs can help kids to understand the differences they will encounter in their new school while it will also improve their ability to adapt to their new environment and make new friends.

Regardless of where you are going on an international assignment, going through a cross cultural training course is the best way to make sure you enjoy your new life as an expatriate. Cultural training programs can also provide peace of mind to human resource professionals responsible for ensuring the expatriation is a success.

© Communicaid Group Ltd. 2010

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Aug 20

The Will to Live… Abroad – Intercultural Training is Key to Global Success

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Human Resources No Comments »
Globes Mike Bentley i1 The Will to Live… Abroad – Intercultural Training is Key to Global Success

© istockphoto.com/ Mike Bentley

According to the 2010 Hydrogen Global Professionals on the Move Report, top executives and managers are increasingly willing to go on international assignments in foreign countries. Why are these highly qualified workers so eager to work in a different country? The report shows that they are not fleeing the economic crisis but they are in fact, trying to advance their career and stand out in this competitive global market.

It is true that being an expatriate has many advantages. From a career perspective, working abroad has always been a valued experience and enhances any CV. The experience international assignees gain in key positions in subsidiary companies or divisions abroad can significantly help to boost career opportunities later in their life.

 

In addition to improved career opportunities, expatriates also traditionally have higher wages and an improved status in their company. Although increased wages and status are attractive, the report indicates that these two aspects are not the main factors motivating employees to go on an international assignment. Instead, the report suggests their interest is increasingly around the challenging aspect of expatriation and the opportunities they would have to develop their skills in an international context.

One of the best examples of this is the quick rise of Philip Clarke through the Tesco Group. Clarke held several posts abroad, particularly in Asia where he was impressively successful, before being chosen as the next CEO of Tesco by Sir Terry Leahy. There are no doubts that he was chosen because of the skills he developed abroad and in his many roles at Tesco where he showed a great capacity to adapt to each new environment and choose the best suited option to ensure the success of the stores under his supervision.

Top executives, managers and team members who recognise the opportunities an international assignment can bring, like Philip Clarke did, should be aware that it takes more than being good at their job. Future expatriates need the expertise and social skills necessary to accomplish their business objectives and responsibilities but this along is not enough.

International assignees have to possess a global mindset which allows them to lead and manage their foreign counterparts effectively. Flexibility, adaptability and cultural awareness are also important skills to have. While these skills can be developed slowly through experience, going through a tailored intercultural training programme will ensure they avoid any cultural faux-pas and help them to reach their full potential in their new cultural environment. Intercultural training is key to helping them overcome the many different cultural challenges awaiting them in the target culture which can hinder their progress and performance.

Working effectively in a new country takes time and requires cultural knowledge and insight which can only be gained through a combination of experience and intercultural training delivered by qualified trainers with ‘dirt under their nails’. Intercultural training courses like Communicaid’s Living and Working in Brazil or Living and Working in India are designed to help top executives, managers and team members settle and adapt to the new work and social environment of their expatriation through intercultural knowledge, tools and strategies.

© Communicaid Group Ltd. 2010

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Jun 22

International Assignments: Overcoming the Cultural Challenges Together as a Family

Cross Cultural Training, Cultural training for Relocation, Culture No Comments »

The increase in numbers of long-term international business assignments has led employers to look at family relocation as an important element of a successful international assignment.

Successful family relocation is increasingly recognised as a key factor in international assignments for two reasons. Firstly, one of the most common causes of failed international assignments is the employee’s partner’s unhappiness in the new location. Secondly, employees who relocate with their families usually feel more secure in their new environment and are less inclined to travel back to their native country as frequently as those whose families stay behind which saves the organisation time and money.

 

Family H Gall i2 International Assignments: Overcoming the Cultural Challenges Together as a Family

© istockphoto.com/ H Gall

 

Sending employees and their families abroad can present a huge risk to international organisations. If the family members fail to adjust and fit in to their new cultural environment, the company risks huge financial costs. Some estimates put the cost to an organisation of a failed international assignment at $250,000 or more.

Providing cross-cultural training for relocation programmes to the international assignee’s family can help prevent this direct cost to the organisation and lessen the emotional strain of the relocation on the partner and children. Participating in a Living and Working in Saudi Arabia cultural awareness training course, for example, helps families moving to Saudi Arabia anticipate any potential problems they might have in adjusting to the cultural differences while it also equips them with strategies to ensure they maximise their relocation.

Training the family of international assignees provides a unique opportunity for them to experience the target culture as a family and find ways to help each other through any problems during their adjustment to their new life and surroundings. Ensuring the whole family is happy and well adjusted will drastically improve the chances of a successful international assignment and save the organisation time and money.

© Communicaid Group Ltd. 2010

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Jun 17

Living in the UK – Is this the end of the ‘Home Sweet Home?’

Cross Cultural Training, Cultural training for Relocation, Culture 1 Comment »

The latest Mercer Quality of Living City Ranking was published recently and it contains a major surprise: the only United Kingdom city in the top 50 is London, far behind other European countries like Germany which had seven cities in the top 50 and Austria which has the number one rated city Vienna. Even France did better with two cities (Paris and Lyon) being ranked 34th and 38th respectively. With such a disappointing result, some may wonder if it is indeed the end of the “Home Sweet Home” concept cherished by many British.

IMG 1469002 1024x636 Living in the UK Is this the end of the Home Sweet Home?

© Cora Malinak

Living in the United Kingdom is often challenging for newcomers who may find some of the cultural aspects of British culture confusing or difficult to understand. One of the best examples of this is the concept of the British ’stiff upper lip’ which is a term often used to describe the lack of emotions displayed by many British and their preference to maintain a level of formality and detachment in certain situations. This straight face and reserve can often be negatively perceived as cold and uninterested. In fact, it’s one thing that helped the British population get through many historical ordeals like the blitz during the Second World War.

Other cultural factors can get in your way when you are trying to settle in the UK such as the sense of humour. The use of self deprecating irony is common and something you will definitely need to get used to when living in the UK and making new contacts. The same applies for the fairly indirect British communication style which requires a higher level of attention to not only what is being said but also to the tone of voice and facial expression in order to effectively decipher their message.

The British Isles are also renowned for the diversity and vast array of people, landscapes and regional differences. Scotland’s landscapes are dramatically different from those in Southern England while there is a significant difference in the English accents of Birmingham and Belfast. This wonderful patchwork makes the British Isles an amazing place to live, full of diversity and new discoveries.

While having only one city in the Mercer Quality of Living City Ranking can seem disappointing to some, the United Kingdom can still be proud of having four cities ranked between the 53rd and 63rd positions, showing that living in the UK can be a great experience thanks to the many wonderful cultural and historical assets added to the overall quality of life in the country.

Regardless of the potential cultural challenges awaiting you, living in the United Kingdom can be a truly enjoyable experience. To fully appreciate British culture and to ensure you have a positive experience, however, it is vitally important that you understand the challenges awaiting you in the UK. Communicaid’s Cultural Awareness Training United Kingdom courses like Living and Working in the UK can help you to identify and overcome the main cultural differences in the UK and develop appropriate strategies that will ensure you get the most out of your expatriation in the UK.

© Communicaid Group Ltd. 2010

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Jun 02

What is the most challenging destination for an international assignment?

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Business & Management, Culture training for Human Resources, Culture training for the Public sector 3 Comments »

China and India are often regarded as two of the most challenging destinations for international assignments. However, there are difficulties awaiting every expatriate, regardless of their destination.

Many people assume that cultures which are drastically different to their own will cause them the most challenges, however going to a country that has a similar set of cultural values or language can be even more problematic if international assignees are not prepared for possible pitfalls like assumptions of similarity, stereotypes, cultural differences and a lack of preparation which can lead to a failed expatriation experience.

Flags 2 Daniel Cardiffi1 What is the most challenging destination for an international assignment?

© istockphoto/Daniel Cardiff

 

If we take the example of a British international assignee living and working in the US, the so called cultural closeness between the two countries (and thus strong assumptions of similarity) can create frustration and critical incidents. But there are indeed huge cultural differences between the US and the UK, and the fact that both countries speak the “same” language does not always help.

In fact, speaking the “same” language can actually hurt as many will not expect differences. US natives are not usually familiar with the nuances and turn of phrases used by the British, while the British may be confused by differences in vocabulary and business jargon. Small differences in the way English is spoken and used in each culture can lead to severe misunderstandings. Adding to the language are the many cultural values, attitudes and working habits which are often very different.

An international assignment in India or China presents a unique set of challenges. It is commonly accepted that these countries have their own values and cultural flavour; this is why intercultural training programmes are increasingly offered to expatriates going to work there. However, understanding the culture of these countries is one thing, living there every day is another. Living the rush hour in New Delhi or trying the unusual (from a westerner perspective!) Chinese cuisine cannot be explained, it has to be experienced first hand.

That being said, understanding the cultural drivers, values and traditions and having a set of strategies that help international assignees deal with any challenges they may encounter is essential for anyone going on an international assignment, no matter how ‘challenging’ the destination. This is where cross cultural training for relocation can help, whether it’s for the employee moving or their family or both, any destination which is deemed challenging can be turned into a destination of opportunity and success with the right kind of training and support.

© Communicaid Group Ltd. 2010

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