Ensuring the success of the individual or family on an international assignment must take each individual involved in the move into consideration. Failure of an international assignment can be costly to a company; it can be in the range of $200,000. The embarrassment of having the international assignment fail can also take its toll on the self-esteem of the employee affected. The failure of most assignments is due to a family member and not usually the employee him or herself.

The dual career dilemma is a current trend that causes some difficulty. What can spouses do with themselves while on an international assignment? Are they able to work in the foreign country, willing to volunteer, look after family or take correspondence courses to ensure their own happiness?

Families with teenagers may have special issues to consider. Teenagers are very peer oriented and often have difficulty with major change. If they are able to go to an expatriate school some of this difficulty is minimized due to the diversity of the typical school's population. The parents' involvement in finding out what is "in" or appropriate at the school can also help teenagers adapt to the diverse situation.

Some questions that can help clients prepare for successful transitions are as follows:

1. What has worked for you in dealing with change in the past? Successful coping mechanisms are identified and can be used again when dealing with the intense change involved in an international move.

2. What has been productive when dealing with stressful situations previously? The initial adaptation period is often stressful for an individual or family. There is a list of positive and negative coping mechanisms available. We discuss this with clients and their families who are contemplating an international move. Equipped with this list, a positive coping mechanism can be deliberately chosen. This may be one they have used in the past, or the individual or family may try a new method when faced with the inevitable stress at the beginning of the assignment.

3. What has worked when dealing with diversity in the past? Diverse experiences are part of every day life in Canada, which ensures higher suitability to international assignments. For example, many organizations have staff who are of a different race or religious background requiring those around them to understand different attitudes and customs. A client can determine what has worked for them in the past when dealing with diversity, continue using positive behaviors, and build on their success.

4. What would you miss about your current community? Making a list like this can help a client prepare for success. Active energy can be put toward replacing activities ranging from sports to friendships in the new locale. Developing new friendships is a key factor as everyone has needs for interpersonal support. This is heightened during the initial period of cross-cultural stress.

I use the Cross-Cultural Adaptability Inventory (CCAI) and the Emotional Quotient (EQi) to assess client's strengths in working internationally. These, combined with interviews, references, or 360-degree feedback, ensure thorough client assessment leading to a successful assignment. Over 30 different topic areas are considered when dealing with cross-cultural moves.

The CCAI assesses emotional resilience; the ability to bounce back, maintain emotional equilibrium, a positive attitude and a sense of adventure. The tool also assesses a client's flexibility and openness: is the client able to flex? Are they nonjudgmental? Do they like people and enjoy diversity? The CCAI determines a client's perceptual acuity such as the client's attentiveness to verbal and non-verbal cues, awareness of communication dynamics and ability to be empathic. The last measure considered is personal autonomy. Does the client have a clear personal value system, and a strong sense of identity? Are they self-directed and self-respecting?

The EQi measures the following skills:

• Intrapersonal Skills such as emotional self-awareness, assertiveness, self-regard, self-actualization and independence.
• Interpersonal Skills such as social responsibility, empathy, and abilities in interpersonal relationships.
• Adaptability Scales including the areas of problem solving, reality testing and flexibility.
• Stress Management Scales measure stress tolerance and impulse control.
• General Mood Scales measure happiness and optimism.

A cross-cultural study has indicated that people with high scores in the EQi dimensions are more successful in the international arena. I coach clients to affirm and integrate their cross-cultural skills where they have high scores. I encourage the creation of action plans to ensure success in behavioral areas the client needs to work on.

A successful international assignment for an employee and their family is not a simple process. The stress management, adaptation and coping abilities of potential candidates can be assessed and developed. With appropriate assessment, coaching and action planning, successful assignments can be realized. It is important that Human Resource Professionals realize and plan for the intricacies of these assignments. Planning for success of the employee and family ensures the success of the working relationship and the international project for the company. It also ensures that they maintain high self-esteem and intact family units.