2. “I wanted to start delivering as fast as possible in my new job
and now I am overwhelmed by all kind of challenges:
the language, a new culture, practical issues…”
How can you support your expatriate managers
to become effective rapidly
in their new working environment?
3. “I really feel isolated most of the time.
Since my husband’ s new job involves a lot of traveling, it all comes down to me
I am struggling hard to adjust and keep my mood up”
What does it mean for your company
when an assignment fails?
4. “How much do I need to adapt and be flexible
without losing myself in this new working environment?”
How can foreign expatriates retain their own
cultural identity and succeed in
adjusting and contributing to your company?
5. Our purpose
To enhance the learning and growth of
new leaders crossing geographic and
cultural boundaries.
6. Table of Contents
Who Are The New Leaders Abroad?
The Core of Our Proposal:
An opportunity for Fast Growth
Family Dynamics
Diversity - A Rich Mosaic
Coaching Through The Full Assignment Cycle
Our Training Programs
About Olga and Marianne
7. Who Are The New Leaders Abroad?
The traditional expatriate profile changes: (*)
• Expatriate managers are younger
• The number of female expatriates grows
• Trailing spouse/partner issues rise (dual careers, etc.)
• Increase of foreign employees with local contracts, facing
the same issues as traditional expats
(*) Mercer HR Consulting Int. Assignment Survey 2007
GMAC Global Relocation Survey 2007
9. An Opportunity for Fast Growth :
Assignments are becoming shorter and expatriates managers are younger than in the past.
Their academic background is more complete than before, but in order to succeed in a new cultural
working environment a high emotional maturity level is key.
Challenge:
To bring the employee rapidly to a high level of performance and to optimize
the learning process.
To enhance the leadership skills of young managers in order to make the
period abroad the most effective environment for their professional growth.
10. The Co-Active Coaching Approach…
bases its power in the alliance between the coach and the individual.
Our basic principle is that “the person is naturally creative, resourceful and whole” and this has a
significant impact on the self-confidence and learning speed of the person.
The Co-Active Coaching model is non-directive and places great emphasis on the learning process,
where the coach is acting more as a catalyst for new awareness.
On top of that, it is proven by research(*) that this assumption of competence contributes to a climate
of confidence that is self-reinforcing and has a positive effect on productivity.
Benefits:
To accelerate adaptation to the foreign environment and increase effectiveness
To grow the competencies that create mature and emotionally intelligent leaders, such
as:
• Understanding and managing own emotions
• Being flexible and comfortable in new working environments
• Ability to listen, to collaborate and to nurture relationships
(*) Rosenthal and Jacobson 1968; Livingston 1969; King, 1971; Eden 1992
11. Family Dynamics:
“Among executives who fail overseas, most do so because of family concerns. Issues at stake are
partner resistance, children’s education and family adjustment” (*)
The majority of spouses (59%) are women who were employed before the assignment, and who
hesitate to follow the husband and put their lives on hold until they return.
Family dynamics is a key factor that cannot be overlooked as it can either amplify the stress of the
transition or fully support it.
Challenge:
To decrease the risk of early returns and protect the large investment at stake for
the organisation
(*) GMAC Global Relocation Survey 2007)
12. The Co- Active Coaching Approach…
takes into account every aspect of the person’s life.
Personal and family issues affect performance at work, specifically when you change your living and
working environment. A sense of balance and the feeling of being always at choice helps all the
family members to embrace the experience under all circumstances.
Benefits:
To improve return of expatriate investment
For the spouse/partner – to make the life abroad a successful life experience
For the manager – to achieve life/work balance in overwhelming
circumstances
For both – to reduce the impact of relocation stress and culture shock
13. Creating a Rich Mosaic:
Diversity is proving to be a strong business case and provides competitive advantage to companies
that embrace this goal. The expatriate community contribute with their diverse cultural
background, views and values to the company dynamics. Moreover, employees are more and more
eager to work in a diverse rather than a homogeneous working environment.
Challenge:
To empower a diverse and inclusive workforce that fully contributes with
their unique talents, skills and values to the business growth and company
climate.
14. The Co-Active Coaching Approach ..
brings the Human Being into business.
The coaching process helps individuals to discover and cultivate their values and talents, allowing
them to become more aware of their unique strengths and their contribution to the business growth and
company climate.
We believe that, given a chance, each person is interested in having a meaningful life and making
a difference. Therefore, one of our favourite coaching questions is:
“How can you make the greatest difference at work?”
Benefits:
The executive gains self-confidence and is able to show up authentically, fight
stereotypes and deploy all his/her potential and uniqueness
To boost the creativity that flourishes in a multicultural environment
To increase corporate loyalty by creating a rich intercultural arena with mutual
respect for each other’s culture and background.
15. Coaching is effective throughout the full assignment
cycle…
As guidance before departure to prepare for the relocation
During the foreign assignment to remain focused and flexible
Before repatriation to re-assess personal and career goals
16. Training programs and workshops
Our programs are customized and include:
• For managers: “Coaching: the art of leading through inspiring conversations”
We believe that coaching is more that a new set of communication skills…
..It is a powerful leadership style and a different way of being related to others in a company.
Through different training formats, we help managers to unleash the power of their “conversations”
and to create the impact they want.
• For spouses: “Living your values: your passport to a fulfilling life abroad”
This half day workshop creates a unique opportunity for spouses of expatriates to discover their
personal values and make choices in order to live them out through their journey.
• For couples: “Pre-departure workshop”
A half day, tailor-made workshop for the couple in order to support their departure abroad.
As a result, they will develop a strong partnership that can sustain them through the transition,
envision living abroad and begin creating a future together, in alignment with their shared goals
and objectives.
17. Our Profiles: Olga Romanillos
Before becoming a Professional Coach, I worked for 19
years in different sales and marketing management
positions at Philips, first in Spain and from 2004 at their
headquarters in Eindhoven, the Netherlands, where I am
currently living.
Moving from the South to the North of Europe and from a
local unit to the headquarters of a big multinational was a
big challenge for me. I had to face different ways of living
and working, finding a balance between the need to adapt
to the new culture while defending my personal and
cultural values
My vision as a coach is to support, listen and encourage
people to live a fulfilled life, from their authentic being; the
values and talents that makes them unique. I believe that it
is from this place that each person is empowered to make
meaningful choices and changes.
I am positive and enthusiastic by nature and my coaching style creates a safe space for learning and challenge.
I hold a Master’s degree in Physics Science, Universidad Complutense de Madrid.
I am a Certified Professional Co-Active Coach by The Coaches Training Institute, one of the most prestigious
Coaching Schools in the world. I also belong to the faculty of this Institution, through my work as supervisor and
examiner of coaches in certification. In addition I am MBTI certified and completed the training in Organisational
and Relationship Systems Coaching with the CRR (Center for Right Relationships).
I coach and train in English and Spanish, both in person as well as on the phone.
18. Our Profiles: Marianne Hermsen
NovoExpat allows me to work with and empower a rich mosaic of
people, working and living in the Netherlands and abroad.
I coach people in transitions, ready for learning and development in
their professional and personal life, in line with their values, talents
and dreams. I challenge them to fully express themselves in authentic
and natural ways that are engaging and compelling, which creates a
positive impact on their working environment.
My style of coaching is at the same time thought provoking and
gentle, with a touch of humor, as humor opens hearts.
Prior to becoming a coach and entrepreneur I have held several
positions in the international mobility industry in marketing & sales
management for more than 11 years.
I hold a Master’s degree in European Studies (French, Spanish and
International Economics) from the University of Amsterdam. Following
my passion for languages and other cultures I studied and worked
short periods of time abroad.
As a Certified Professional Co-active Coach (CPCC) and an accredited
member of the International Coach Federation I am truly committed to
the learning and development of individuals in international contexts.
I coach in English and Dutch, both in person as well as on the phone.
