Set your expats up for success

We have all heard stories of people selected for expat assignments for doubtful reasons.  There are those who were brilliant at home and it was just assumed they would be brilliant overseas.  Those who share the ethnic background of the host country, but born and bred elsewhere (perhaps even second or third generation) they lacked the language and cultural values that would make the transition easier.  And there are those who went because they were available and keen, or as a retention strategy or a reward.  Many of these selections were not always the most likely to succeed.

But before we ask who is more likely to succeed we need to first take a step back and ask a different question. 

What is the purpose of this assignment? 

When the purpose is clarified it is easier to define the attitudes, skills, and knowledge required to be successful in achieving that purpose.  Research often defines overseas assignments as functional or developmental, but those of us who work on the practical side know that this distinction is often blurred.  Perhaps the purpose is initially seen as functional – a merger that needs to be managed, technology or systems that need to be integrated, or a struggling enterprise that needs to be turned around and made profitable.

However that purpose may combine with a developmental goal - a high potential employee may be selected for the assignment because it will further develop them for a senior role.  Or a strategic purpose may emerge where a more experienced and senior leader is sent to also build relationships at a strategic level.  Often only the initial functional purpose is expressed in the goals of the assignment, or in the KPIs of the expat.  The other aspects are assumed they will occur almost as a natural by-product of the experience. 

Why does it matter?  Because goals motivate and drive us as people.   Research shows real power in goals being made explicit and this isn’t just at home.  Off-shore when challenges can be high, the strength of motivation to achieve goals can be a significant factor in setting up an expat for success.

The research into Cultural Intelligence (CQ) shows the motivation to interact with another culture is a significant predictor of success, and that motivation may come from work goals (extrinsic) as well as from more personal internal goals (intrinsic).  It’s referred to in the CQ assessment results as CQ Drive.  I’ve seen expats (and expat partners) with high CQ Drive and can see how it assists them as they hit the ground running and maintain the performance for the longer term.

So if you are recruiting or selecting expats for an overseas assignment, get clarity on the goals of the assignment both from the home and host location. 

And drop me a line if you would like to discuss the CQ Assessment – a tool that peer reviewed research shows has real reliability and validity in predicting expatriate success.