Integrating international professionals

Successful integration requires more than the provision of language teaching

Are you the owner, manager or HR director of a small or mid-sized company, and are you having difficulty lately filling vacancies with qualified staff? Have you made a capital expenditure in recruiting promising professionals in other countries? And now you’re hoping that these professionals settle into your operation, feel good, and stay comfortable as long as possible?

Addressing shortage of staff with international skilled workers

This scenario will apply to more and more mid-sized businesses in the future in light of our changing social and age structure. Although many companies find themselves in this situation involuntarily and only deal with it reluctantly, it also offers the chance to open up to new things, to find your way with the internationalization of the company, and to position yourself for the future. I’m convinced that the integration of international professionals can be a win for everyone involved.

It’s a priority for me to make sure that your project is successful!

My many years as a trainer and coach in international human resource management have shown me that only a multi-perspective approach to the situation works. Not only the skilled workers themselves, but also the collegial environment in the workplace, the supervisors, and finally the accompanying families, have shares in the success or failure of the venture. All parties have their own expectations, all of them have to master specific challenges, and they should all be taken into consideration.

Benefit from my ideas for the development of sustainable solutions in the internationalization of your staff!

Practical Approach

Kurzkonzept Integration ausländischer Fach- und Führungskräfte (German)

“In my experience, successful integration and retention of international skilled workers requires the consideration of multiple perspectives: those of the company, the core staff, the skilled workers themselves, their accompanying partners and families...and finally, both the professional and the personal aspects of life in the new residence and workplace.”

What’s your next step?

Orientation for companies

  • Readiness check: define the conditions in the company
  • Development of a sustainable global approach to integration
  • Coaching for supervisors and managers

Cooperation of international professionals and permanent staff

  • Team building for “old” and “new” employees
  • Awareness training for permanent staff
  • Support for tandem and mentoring programs

International professionals and families

  • Intercultural training: welcome to Germany/the company
  • Individual coaching and “shadowing” in the workplace
  • Career coaching for accompanying partners