Why do more than 30% of international executive assignments fail?
Recent surveys of HR managers in Spain show that over 30% of international executive assignments fail. The reasons are varied, but the most frequent include:
- The professional's profile is not suitable for the assigned position.
- The manager's limited international experience
- Limited intercultural training
- Poor career planning abroad
- The inadequate adaptation of the professional or their family to the country
- The spouse's career aspirations.
In Spain, 50% of employees do not consider international mobility.
In general, companies acknowledge that they are not managing the expatriation of their professionals well. Particularly in Spain, another phenomenon is also occurring: more and more companies are finding themselves with the difficulty of attracting top talent and finding professionals willing to relocate to work in another country.
Fifty percent of employees are simply unwilling to consider international mobility. Quality of life and cultural attachment make professionals reluctant to take on projects abroad. One consequence is that companies are shortening the duration of their employees' stays abroad (less than a year), which represents an additional cost for them and a detriment due to the short duration of the expatriation and the resulting shortened performance caused by high turnover.
Designing and implementing policies tailored to each specific mission can not only save resources but also improve management within global mobility departments. Therefore, given the high cost of international assignments for companies, minimizing the risk of failure is crucial.
From need to solution: Interim Management
It is in this context, and referring exclusively to the topic of management positions, that Interim Management services become particularly relevant. For example, international executive missionsthe managers Interim Managers With extensive experience in this field, they represent an excellent opportunity for companies. These are seasoned professionals who demonstrate a strong commitment to their client companies. They approach challenges with a highly professional manner, quickly taking control of the situation and shortening the response time to organizational needs. They have already navigated these processes, developed intercultural skills in international environments, and are even more familiar with the destination country through previous work experience. They are pure talent.
El Interim Management This could be the right answer to the problems generated by expatriate management. in large companies, preferably. And also for medium and small businesses. Companies that lack the funds, resources, staff and size to sustain a long-term commitment to international markets with obvious uncertain risks and benefits, but very interesting in terms of business opportunities and growth expectations.
There are currently many managers available in the market. who have developed their professional careers internationally and would be delighted to contribute their skills and experience to companies that need them. It's a matter of matching supply and demand. On the one hand, there are Spanish companies that continue to invest and operate abroad, and on the other, there are available executives with proven experience in these complex processes. Having a specialist executive who has worked in these areas can deliver tangible results for companies from the moment they join.
Services of interim management they are hired for a specific period of time to complete a specific taskThe service ends after this period. In SMEs, hiring these managers helps to accelerate and secure processes, minimizing risks. And in large corporations, it's an advantage for addressing the current situation of expatriates and the undesirable consequences of managing the return of professionals and their successful reintegration within the organization.
Other advantages of this type of service include interim management, Furthermore, it does not constitute an addition to the staff since it is a service, and therefore a commercial contractIt is the speed in selecting and incorporating the specialist manager as well as the flexibility and adaptation to the specific circumstances of the client company.
The interim managers made available to companies have a high level of qualification and successful track record in the discipline that is the subject of the assigned mission. This could be to assume the highest responsibility in the country (Country Manager), entry into a specific region, the commercial development of a service or product, the launch of a new project, the control or liquidation of a subsidiary, the creation or management of a joint venture with a local partner, or any other temporary situation or unforeseen need.
Access to this available qualified talent is an opportunity that Spanish companies should seize in their internationalization processes. In many cases, It allows access to a professional who, due to their level and associated cost, the company could not access through a traditional employment contract. The return on investment for this type of service is significant and proven in terms of the results obtained, the costs incurred, and the benefits it provides.