For HR & mobility teams
51% of expatriation failures start with the partner. Not the manager.
You invest months and real budget into relocating a family — housing, schools, visas, onboarding. Then six months in, the employee wants to go home. Not because the job went wrong. Because at home, their partner was quietly falling apart, and no one built a programme for that.
Structure
The programme
Two parallel, independent tracks — one coach per person. The same coach never follows both partners of a couple, to protect neutrality and confidentiality.
Track A — Expatriate professional
Professional legitimacy in a new cultural context, decoding unwritten rules, leading multicultural teams.
Track B — Following partner
Identity rebuilding, decision paralysis, reconstructing a role and a voice beyond the relocation.
Each track ends with an anonymised, consent-based adjustment report for the sponsoring team — visibility for HR, without breaching the confidentiality of the sessions.
The stakes
The cost of waiting
Without support, culture shock and partner isolation don't stay contained — they slow professional integration, strain the family, and often surface only when the employee is already asking to leave. Early support costs less than a failed assignment.
"With Daria I understood my crisis wasn't a personal failure — it was a phase, and I could move through it with a method, not just willpower."
Get in touch
Request a proposal
Tell me about your mobility challenge
For a corporate quote or a workshop enquiry, describe your context and I'll come back with a tailored proposal — usually within two working days.
For a personal discovery call instead, open the calendar and pick a free 30-minute slot.