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Here at the-Coaching Blog-run by Gerard O’Donovan, our aim is to constantly bring value to those seeking to improve their lives. Therefore we have a policy of publishing articles and materials by guest authors whom we value and appreciate. Today’s guest author is Gauri Tomar .
Everyone’s experience with career transition is unique, the perspectives, tools, and support from career coaching contributes to a smoother transition and positive results. A coaching program is designed specifically to meet such situations beginning with self-discovery; helping you find new perspectives, push beyond blocks and blind spots to achieve your goals. These blocks can be emotional, physical, intellectual and spiritual.
A career transition does not necessarily mean leaving the company—promotions are a career transition as well. And it’s very normal to feel a mix of excitement and anxiety when promoted. Whether the promotion is within the same organisation or within a new company, feeling quite isolated as you make your way into the new role can be real. You may be thinking:
When dealing with a promotion, hiring a career coach can be a significant benefit. We can work on performance anxiety, the tendency to overwork to control outcomes, the delegation dilemma, planning and organising workload, building a new team, and how to squeeze self-care, work / life balance and personal priorities into this new work reality.
Career Crisis & Career Change
Sharing a story about a past coaching client will help explain the process (specific details have been changed to ensure client confidentiality). They were in the phase of Career Transition, Career Crisis and Career Change.
During recession, I have come across few expats who came from US to find new jobs or wanted to setup new business ventures in India. Their mental conditions were not very sound. Anxiety was one of factors that can be seen Money (low value of currency) is major factor for Expatriate who wants to relocate in their own Country or Repatriation. As we know that generation of income has a direct impact on the cost of living and lifestyle. I have taken their interviews, counsel them and gave Career Coaching. Sumeet Nayyar was an interesting case he came to India to take care of his aging Parents. He tried few Jobs in IT sector but according to Indian Norms his age was barrier to fit for that Job. Then he wanted to open new Business Venture in India. He was in dilemma whether he will go back to US with his parents or become repatriate and relocate in his own Country. He was facing odds in his Career. So, he hired Career Coach. After taking few coaching sessions, I have found that Client has to go back to US. His interest and aspiration are not matching with Indian Norms. So, Client has decided to go to back to US and taken his own family with him.
Another case was also with NRI IT professional, he was looking Career Change from IT to Marketing or finance or Research Analyst. Yes, he was sure to be in India. He was looking for options. I took his career coaching sessions and Client is happy to start his own training and development company. So it was Career Change at the age of 38.
Dimensions of Expatriate Adjustment
There are basically three dimensions of Expatriate adjustment – cognitive dimension, affective dimension and behaviour dimension.
In cognitive dimension, in this learning process¸ the expatriate will replace or supplement old, inappropriate elements of the mental frame with new elements. Cognition has an internal & external aspect. Internally, certainty of knowledge received in interactions with the host country. Externally, the strength of the knowledge base of the expatriate , which includes the mental frame of reference, is subject to feedback from others (the host country), which can be explicitly expressed verbally or implicitly through behaviour.
In affective dimension, changing Home or Job is considered as being an important stressor in Life. A move to another country exacerbates this. The stress laden nature of move & adjustment abroad influences expatriates `s feelings. Their emotions are short lived episodes that are related to an object. Moods, on the other hand are less specific & longer lasting than emotions but still transitory states. Family ties & aging parents may influence negatively the expatriate`s mood upon arrival, or Perhaps the prospect of exploring a new Country with one`s healthy parents does the opposite. As time passes, a sense of loss and missing friends back home may set in, thrill of becoming conversant in new language may create excitement.
Cultures differ in how much deviation from the rules about the expression of feelings. They tolerate and how they sanction infringements. For example, the Italians are more likely to express being upset than the Japanese. Indians expats miss especially Indian Cuisine and Indian Festivals like Diwali and Holi. Indian expats are quite emotional as compare to Chinese.
In behaviour dimension, upon arrival adequacy of an expatriate `s behaviour will be relatively low, especially if the host culture is distant from expatriate `s previous experience. While appropriate behaviour will be usually effective, the reverse is not necessarily true. Effective but inappropriate behaviour tends to be effective only in short term.
The behaviour dimension has internal & external aspect. Internal aspect refers to the effectiveness of behaviour, i.e. whether the expatriate gets what he or she wants. The external aspect refers to the appropriateness of behaviour, i.e. whether the behaviour of the expatriate is judged by to fulfil the requirements of the host society.
Repatriation is the process of people returning to their home countries. It can be voluntarily done by an employee due to personal, financial or career circumstances – parents’ issues, health issues and culture issues. However, many repatriates experience difficulty on return. One no longer special, practical problems arise, new knowledge gain is no longer useful et al. These difficulties are influenced by number of factors including self management, spouse adjustment, kids adjustment, time spent overseas, skill utilisation etc. What `s crucial that every individual perceives in a different manner. Direct Managers and HR Staff often notice such issues, but they are not always able to act on it. Career Coach can be quite helpful to resolve such issues. Career Coach can help repatriate to adjust repatriate in his own country, adjustment with environment, increase job satisfaction and maintain work life balance.
Some of repatriate voluntarily leaves their job and the host country and return to their own country to start a new Business Venture or do new job. They want a Career Change to learn new skills like entrepreneurship. Business Coach and Consultant can help such repatriate to set up a new business venture in their budget. Career Change can be taking new portfolios -from IT Consultant to Lawyer. From Marketing professional to Education Counsellor.
If you simply do not know what career would really excite you, it may be worth spending some time exploring your values and beliefs to find out what matters most, so you can then research jobs which fit your criteria.
Career Coach can help us in these areas:
Since, I am an expatriate and have faced all these three stages of my Career so I can relate to this aspect well. Career Transition or Career Change is meant to build bridges. In turbulent times we need to diversify ourselves. It is for overall development of Individual and it is possible to have a career you love and enjoy.
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