Changing Climates

It’s mid winter here, Downunder.  Some of you may not be aware of that fact.  I’ve received a number of emails in the past week wishing me a lovely summer, or helping me to prepare for summer break.  However, while those of you in the Northern hemisphere are thinking of beaches and sunbathing we are thinking of ski fields, central heating and snuggling under the doona  (duvet / quilt). 

I have heard stories from expats and migrants who moved here, unaware that the seasons were in opposition.  They arrived shivering in their summer weight clothing or sweating in their fur coats. 

But aside from getting your packing and shipping clothes in the right order, does moving climates matter?  Does the weather affect us and create another thing we need to adapt to?

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Can I trust you?

Recently in a coaching conversation I asked an expat to describe the leaders he had worked with since his arrival in Australia. His between coaching assignment (some might say “homework”) was to observe and reflect on the similarities and differences between leaders at home and the leaders he was currently working with in Australia. 

My coachee’s observations of his current manager were very positive.  He described a number of leadership behaviours he perceived as constructive and supporting effective team performance.  He ended with the observation, “I feel like I can trust him, you know?”

I do know, and it was a great reminder to me of the critical role of trust in multi-cultural teams.

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Wrap your children in a rainbow

Moving globally may be a great career move for you, or an opportunity for your global adventure, but your child may be viewing the move from a less positive perspective.

Children’s concerns over leaving friends, loved ones or the home they have known are best acknowledged and supported. 

This weekend I was reminded of a great way to do that. 

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How can short-term assignees and business travellers build cultural intelligence?

Recently I attended a global mobility event focusing on short-term assignments. 

The range of issues that mobility and IHR professionals need to be watching for in this area is considerable.  The migration issues, the tax implications, the policy and package options are varied and do not necessarily align.  A short-term assignment, as defined by the tax office in Australia, may be quite different to the definitions in other tax jurisdictions, and different again to the migration law definition.  All are potential headaches for the global mobility function.

One of the powerful implications from the data presented by the guest speaker, Deborah de Cerff, was the increasing popularity of these assignments.  Short-term policies for the first time headed the list of the most commonly used policy types. 

This has been reflected in my work over the past year as I’ve delivered a growing number of cultural training sessions for people who are on short-term assignments or frequent business travellers. 

The challenges of learning about the culture, managing responses and adapting are often greater for these assignees.  The time span is short and often the workload while in-country is greater, leaving little opportunity for contact with the broader community and exploring of the country beyond the workplace and home-base.  Many probably receive little or no training as they may be determined not to need it due to the short length of the assignment.

We all know how wrong that can be.  Those in country for a short time are just as likely to miscommunicate, make incorrect assumptions and offend as those who arrive for a long-term assignment. 

So what can these travellers do to increase their skills? 

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Living and working in challenging locations

Papua New Guinea has been a significant focus of our work for the first month of this year.  A number of clients have expats moving there and another has Papua New Guineans moving to Australia on assignment. 

Locations such as Port Moresby are not high on the list of preferences for expat assignments.  The risk of crime is high and the lifestyle changes expats need to adopt to stay safe are significant.  Yet expatriates continue to take up assignments when organisations provide the opportunity. 

Organisations have a duty of care - a legal obligation embedded in OHS and compensation laws in Australia. Duty of care for business operations and workers that cross international borders involves risk management, health and safety, security and cultural awareness.  

Why cultural awareness?  The reality is

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