These 2 day programmes are designed to aid the expatriate become a more effective international assignee and focusses on all the issues which contribute towards failed assignments so that the assignee is better prepared and understands what to watch out for. The programme delves into culture, language, management skills, geography, history, family and spouse issues, general knowledge and much more. It is also a great leadership programme in that it helps the expatriate manage other international assignees and families that report though to him/her. It will also help them get maximum enjoyment out of their assignment overseas 

When companies show genuine concern for the well-being of the expatriate and the family, the chances are much better that they will adjust well to their new culture.   Stroh, Dennis and Cramer

• Methodology is based on the Social Learning Theory.
• Time is spent participating in case studies, interactive sessions, role plays, etc and as it were “eat, sleep and breathe” information on their new location.
• Youth  programmes are run concurrently.

Cross-Cultural Awareness – cultural learning

In this part of the programme the participants are encouraged to become sensitised towards people of other cultures and to cultural differences so that they not only tolerate but look forward to the enrichment of cross-cultural interactions. Issues such as ethnocentrism, parochialism, perceptions, evaluation, culture filters, etc. are introduced. Cultural learners vs cultural critics

The Expatriate Partner

The Expatriate partner is often the most neglected when it comes to expatriation. The issues surrounding the partner’s role and survival in the new location are discussed and the Expatriate Partners Life Cycle is introduced. How is she/he going to cope? What are her/his issues? What are her/his fears? Have they been addressed? Case study driven

Operating as an Expatriate Manager

Management in a foreign country is not an easy task for the unprepared. The expatriate manager has to face challenges which his non-expatriate colleagues don’t have to consider. Effective operation as an expatriate manager requires effective cross-cultural leadership, motivation and decision making. In this section we will look at ways corporate vision and leadership vary across cultures and how culture influences motivation. Case study driven

Language Training

Pre-departure language training can make the personal as well as business lives of the expatriate easier. Even if an expatriate is relocating to a country where his own language is spoken and understood by the majority of the locals, an attempt to learn their language will be perceived by the locals as an acceptance of their culture.

Documentary and Practical Information on the New Location

The expatriate often arrives in the new location knowing very little about the country or of the location. In this section we try to provide up to date information about the country. History, politics and social dynamics. The geographics of the country are also dealt with. Checklists for the move are also provided to ease the move.