Program for International Leaders

Helping companies to retain top talent who are competing at international level.

The Spectrum learning approach integrates the cultural dimension into career development coaching programme, giving participants and organization as a whole an opportunity to learn and grow through diverse perspectives.

Our support for expats is focused on critical transition, pre and post arrival and during assignment phase of the expat life.

Because we are coaches with international business experience, we can help expats find their own solutions to the challenges of expat life, particularly when it comes to moving into culturally different business environment, and supporting employees through an overall stressful or confusing situation.

The programme integrates following leadership competencies:

  • Intercultural competence – a critical component of success for individuals who are seen as high potentials and will be working in increasingly diverse environments, often different to their home market
  • Integrity – being true to your own values and leadership style and influencing others with purpose and compassion
  • Effective communication – being able to understand behavior preferences and rely on various forms of communication (through DiSC behavior profiling tool)

Target Audience

  • Employees coming from end markets looking to take leadership roles and progress their career in the short or mid-term
  • Individuals who have already had international experience and are likely to lead increasingly diverse teams
  • In addition, participants line managers are involved throughout the programme, having a critical role in developing and supporting key talent.

Key Programme Outcomes

At the individual level, short term, participants will:

  • Discover new choices for dealing with challenging situations and leadership style differences
  • Gain support to progress their career in culturally different environment
  • Became more equipped to manage newly developed aspects of life, often triggered by international move

Long term, above all, the programme will contribute to:

  • Improved retention of key talent
  • Reshaped and more inclusive culture
  • Overall improved performance and employee engagement

Sample Programme Design

The typical programme components, spread across six months, are:

  • Understanding the company’s requirements and adapting programme design and modules
  • Introduction and internal briefings
  • Pre assignment Line manager participation in setting the programme plan and expectation for each individual participant (typically in a 3-way-call form), to review and identify development areas
  • Group workshop – a key element of the programme covering topics such as behavioral and cultural differences, challenging scenarios during international assignments, confident leadership, career progression strategies
  • One to one coaching – In depth coaching sessions, giving individuals the opportunity to reflect further and embed learning in their action. This gives individuals opportunity to gain additional support, often related to challenges with relocating family or dual career
  • New Line manager follow up (typically in a 3-way-call form), to confirm mutual understanding of a new development plan
  • Systemic feedback to the programme sponsor – highlighting some of the common themes, areas for improvement and the best practice recommendations to address those

Preparation stage
Identify target group of participants and determine performance dimensions (KPIs)

Month 1
3-way calls with pre-assignment line managers
A group introduction to participants, outlining programme goals and expectations

Month 2
Pre-work (including DISC questionnaire)
Group coaching workshop (2-3 days, depending on selected modules)
*It can be done as a few one-day workshops

Month 3-6
2-3 individual in-depth coaching sessions to integrate key learning
3-way calls with new line managers
Systemic feedback and KPIs review

Core Workshop Modules (to be decided during the preparation stage):

  • Cultural and leadership authenticity
  • The importance of core values and leading with credibility
  • Understanding personal behavior preferences
  • Personal change and transformation
  • Stretching yourself to expand your comfort zone
  • Overcoming crises and becoming a mindful leader
  • Feedback, reflection and action planning