Edition 1

March 23, 2015 8:30 - 17:00 J.W. Marriott, Andres Bello 29, Polanco

Conference room: The Thai Room

Edition 2

March 24, 2015 8:30 - 17:00 J.W. Marriott, Andres Bello 29, Polanco

Conference room: Bosques

or

the global mobility

programme

turning international experience into global skills

facts from the organisational side.

facts from theexperience of assignee.

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The survival and growth of organisations today often depends on penetrating new markets now unlocked by globalisation.

There is an increase in the demand for assignment opportunities.

Companies don’t select assignees on their personal qualities but more often on their

technical skills and availability

Employees often see international assignments as a fast-track to develop their skills and deepen their experience.

Despite breakthroughs in the technology for managing distance, 39% of companies

worldwide plan to increase their expatriate staff over the next five years

Culture shock is the main perceived challenge that expats face, and 73% report

that the best way of dealing with it is through connections with local people.

The average estimated monetary cost of an expatriate failure is placed at anywhere

from $200,000 to $1.2 million

Evidence suggests that training for expatriates has beneficial consequences for the organization, the individual, and the

members of the host country.

fast flexible personalised

what is the

In tco international we have created a learning process that provides a

international development response, so that mobile professionals can adjust more quickly and effectively anywhere in the world …

…we call it the global mobility programme

fast flexible personalised

“It’s an incredible experience that gave me a constructive and concrete help in my expat period.”

Nutrition Director for Italy’s number one pasta company

global mobility programme?

our approachthe global mobility programme is delivered at three

critical phases during the assignment life cycle:

the top 3 words our assignees use to describe their experience of our global mobility programme

phase 1 pre-departure

phase 2 post-departure

Depending on the demands of your organisation, the context of the assignment and role requirements of your assignees, we

create the right mix of services for each of these stages

“practical” - “insightful” - “thought-provoking”

phase 3 pre-entry

the combination of servicestco’s global mobility programme combines a series of

services which can be chosen and assembled according to your specific needs.

phase 1 pre-departure

THE INTERNATIONAL PROFILER (TIP) & PERSONAL FEEDBACK: Completion of a questionnaire called The International Profiler questionnaire and access to a feedback session over the phone with a licensed coach

RESULT: Answers to practical questions, such as - What is my present approach to working internationally, benchmarked against 22 success factors? How can I turn my new awareness into a practical development plan?

COUNTRY SPECIFIC TOOLS & COUNTRY SPECIFIC MENTORING Completion of web-based tools on specific cultural profiles supported by country specific booklets and access to a 1–hour telephone session with experts on the target country.

RESULT: What makes moving to Asia different to moving to the US? How can I communicate effectively in Mexico? How can I best motivate my local staff in Germany?

HANDLING CULTURAL TRANSITIONS TRAINING: One day face-to-face briefing with an experienced trainer and coach on the challenges of living and working in the specific target culture.

RESULT: How can I practically address the psychological and emotional challenges involved in my assignment and be immediately effective in my new role?

phase 2 post-departure

INTERCULTURAL COACHING SESSIONS: 1-hour coaching session every 2/3 months over the phone to follow up on the international personal development plan created at the pre-departure stage.

RESULT: How can I keep working on the areas I identified at pre-departure, adapt them to the new experiences, roles & challenges I am facing on the way?

INTERCULTURAL E-DEVELOPMENT MODULES: access to three interactive e-development modules aimed at creating insight into cultural diversity and distance. RESULT: How can I learn at a distance and at my own pace how to manage multicultural teams effectively?

ANNUAL FORUM AND WORKSHOP: Group training targeted at the whole expat community and international oriented professionals within the organization.

This can be organized as a Virtual Forum through learning platforms like Webex or Redbooth

NEWSLETTER: Expat-Community targeted newsletter every 3 months with the latest news, directory of expatriates, forthcoming events, interviews with expatriates.

VIRTUAL COMMUNITY PLATFORM with blogs, videos, discussion areas

additional services

phase 3 re-entry

RE-ORIENTATION AFTER ASSIGNMENT: Redoing of the original International Profiler questionnaire and access to a one-hour feedback session on the new results.

RESULT: How can I understand the changes I have undergone during my assignment? How can I market the new skills I have developed during my international experience?

RE-ENTRY SPECIFIC TOOLS to be used during the PRE AND POST RE-ENTRY COACHING SESSION: Access to a series of a specific resource packs on best practice in managing re-entry to be used with the aid of the intercultural coach

RESULT: How can I review my personal development plan prepared at the beginning of the assignment? How can I convert my expatriate experience into valuable skills for the organization on my return?

“The whole process starting from pre-departure, coaching sessions, annual event, newsletter, and post re-entry is a way to stay in touch with the community of expats, while learning, growing, and putting insights into practice…’

Senior Audit Manager, Food Company

79% of expatriates are accompanied by a spouse or a partner but expats fail most frequently because partners are not supported in adjusting to this new lifestyle

supporting the family on the move

We also offer support for families moving across cultures through our specially designed set of activities and exercises for parents to use with their children

Our programmes for partners offer specific support to the assignee’s spouse by focusing on issues such as:

‘An expatriation is a huge event in a family’s life. Whether the expat’s partner is accompanying the assignee in this adventure or is staying home, his or her commitment is critical to the success of the assignment.’

Helen B., tco international, Senior Associate

Finding a new personal and professional identity in an unfamiliar cultural context

Looking into new skills that may be acquired during the assignment

Managing the change processes linked to the assignment

what are the benefits of the global mobility programme?

It helps your key international assignees to rapidly develop the

skills needed to…And it helps organisations…

Cope and adapt to a new culture

Manage the dilemma between bringing your own skills, experience and authentic approach and adapting to the new local context

Build new critical networks and trust

Deal with increased uncertainty, ambiguity and unpredictability

Influence others across cultures

Manage and develop teams with different working styles

Stay connected with key stakeholders in Head Office

Ensure the partner and family are supported and participate fully in this life changing experience

Build “readiness” for global deployment Keep the expats connected to Head Office and vice-versa Support their expats on both long and short term assignments Retain talent and hard won experience Respond quickly to urgent needs to take on new international roles Implement a cost-effective, efficient but tailored responses to individual needs

Support their people in meeting new international challenges rather than making costly mistakes

I would absolutely recommend this program. In my specificcase it worked very well for all the issues related to having abroad geographical scope and a complex role, dealing withmultiple functions.

APAC Marketing Director, Luxottica

how can you combine these services to best meet your needs?

phase 1: pre-departure

• Completion of TIP and of Country Specific tools• Feedback session on the results of the questionnaires and first draft of the International Personal Development Plan

phase 1: pre-departure

• Completion of TIP and of Country Specific tools • Handling cultural transitions training with feedback session on the results of the questionnaires and first draft of the International Personal Development Plan

phase 3: re-entry

• Pre and post re-entry coaching sessions supported by specific material

phase 3: re-entry

• Re-doing of TIP• Pre and post re-entry coaching sessions supported by specially developed material

phase 2: post-departure

• Intercultural coaching sessions every 2/3 months• Intercultural development e-learning modules• Regular webinars

phase 2: post-departure

• Intercultural coaching sessions every 4 months• Intercultural development e-learning modules• Annual Forum • Access to virtual community platform

for long-term assignments:

for short-term assignments:

would ‘strongly’ recommend the process to a colleague

have defined the combination of services as ‘very good’ or

‘excellent’

would recomment the coaching sessions and the use

of The International Profiler ‘unconditionally’

90% 88% 95%

our programme evaluation shows that...

25 yearsexperience in developing over 50,000 global people

Over 700expatriates supported in their transitions

1986

about tco internationalour success in numbers

1

Participants from

140 countries

Over 100clients from major organisations

HR Innovation Award for global mobility

visit our new website: www.tco-international.com

Ensuring the best response to your needs is at the heart of what we do. If your organisation would like to explore

what a global mobility programme could look like for your international assignees, please contact

Marianna Amy Crestani – m.crestani@tco-international.com

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