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Emotional Journeys of Global Relocation: Coach for Success

It starts with a sense of adventure. New cities, new colleagues, new routines. Global relocation, for many, is the promise of something bigger: career growth, fresh horizons, perhaps even a family’s dream of discovery. Yet beneath all this hope, there’s a much more personal, winding path to walk. The emotional side of starting over is real, rarely linear, and, I think, sometimes underestimated—especially by those focused on paperwork, flights, and logistics. But there’s help. Real human help that understands the feelings as much as the plans: relocation coaching.

In this article, we’ll bring you into the real world of global assignments—the decisions, the doubts, the tiny joys, and sometimes fatigue. You’ll meet a coach who’s lived these journeys herself and now helps others manage the change. We’ll talk about common struggles, why support is more strategic than you might guess, and what can really set you—and your family—up for success.

Beginning with excitement: a story we all dream of

Imagine this: You’re offered a role in Singapore. Or London. Istanbul, perhaps. It’s not just any job change; it’s an international leap. You tell your partner, who’s both nervous and thrilled. Your children are curious, maybe a little worried about new schools and leaving friends. The house buzzes, lists start forming, and planning soon fills your evenings.

The early days sparkle with possibility.

It’s not only about your ambition—your family is suddenly on this ride too. Every conversation at home is punctuated by “what if.” Friends send you suggestions. You picture your desk in a new office, your first impromptu street food, a city view at sunset. You scroll through photos of your new destination, daydreaming and worrying in the same breath.

Enter Samia Shehadeh: the traveler who guides others

Let’s pause for a real example. Samia Shehadeh, a leadership coach and business psychologist, knows this terrain well. She has lived in seven countries—yes, seven—over her career. Every move brought its own blend of joy and unease, risk and reward. Samia isn’t only a professional; she’s been the one with boxes stacked in every room, her children anxious and excited, trying to balance her career with the emotions churning beneath the surface.

She speaks about change with the gravity that comes from actually living it. Samia’s clients are often organizational leaders, high performers suddenly pushed far beyond their comfort zones. As she puts it, “Relocation is change—but it’s not just logistical. It’s a daily emotional workout. If you ignore the feelings, you risk more than failed integration; you risk missed opportunity.”

The emotional curve: what no checklist prepares you for

Most people assume it’s a linear ride. Pack, move, settle in, and soon everything falls into place. But anyone who’s actually moved countries knows it doesn’t happen so neatly. In fact, it often tracks the Kübler-Ross change curve, a model originally describing how people process grief, now widely used in organizational change.

As outlined by articles from Change Management Hub and practical tips for employers from Reed, the stages look something like this:

• Shock and denial: “Is this really happening? Can we actually do this?”
• Anger or frustration: Obstacles appear—visa delays, cultural misunderstandings, homesickness.
• Bargaining: “If only this part was easier, I’d feel better. Once the kids settle in, I’ll be fine.”
• Sadness or regret: Missing old networks, grappling with isolation, the daily grind feeling heavier.
• Acceptance and forward momentum: Building new routines, friendships, and meaning from the experience.

Change rarely follows a script.

Sometimes, you ping-pong between these phases. A great week is followed by frustration because a bank form is misunderstood. Or, after months, you realize you haven’t made any close friends yet. Families, of course, don’t always move in emotional lockstep—what comforts one may stress another.

What’s clear, as seen in findings from Knowledge Train, is that recognizing this pattern helps perseverance. Coaching that prepares for the emotional dip—before the dip starts—can make a measurable difference.

Early support: why coaching matters from the beginning

Organizations work hard to expand their workforce globally. There’s strategy, compliance checks, even advice about adapting to hybrid work models. But the personal transition for the person on the move is often glossed over until there’s trouble. From Samia Shehadeh’s point of view, and echoed by EWS Limited’s guidance on managing overseas projects, this delay is a mistake.

Once the moving van is booked and flight tickets are issued, stress peaks. But the ideal time to bring in a coach is earlier—during the planning, when anticipation is high but anxieties are quietly taking root.

• Preparation: Coaching sessions help clients and families clarify their hopes, name fears, and set intentions before the chaos of the move begins.
• Realistic strategies: Coaches like Samia normalize uncertainty and prepare people for the slump. They give tools for conversations about roles, decouple setbacks from personal failure, and help identify personal anchors—things that carry meaning from old home to new.
• Clarity of purpose: A coach can keep your professional goals front and center, so identity loss or workplace overwhelm don’t sabotage your assignment.

Coaching is the compass before the storm.

The family effect: why loved ones need support too

No move is ever just about the individual. So many families end up surprised by how differently each member adjusts. The working partner may be busy but fulfilled, while their spouse feels isolated or children struggle at their new school.

It’s not just inconvenience—it’s risk, both personal and professional.

Some families, as described in Drissia Schroeder-Hohenwarth’s essay on cycles of change, never quite settle. Relocating partners can feel like they’re “on the bench,” sacrificing their own careers or social ties. Children experience a seesaw between excitement and longing for what they left behind.

EWS Limited’s experience shows that when families receive attention and support earlier, executives arrive better prepared, less distracted, and more able to perform. Work outcomes and personal happiness are naturally linked.

• A partner struggling with loneliness may put pressure on the executive to “fix things,” causing distraction and guilt at work.
• Children grappling with language or cultural fit can require more parental attention, adding to stress levels at home.
• Without space to talk about these challenges, resentment can simmer and productivity drops on all fronts.

But strong support networks and coaching open up space for honest conversations. That, in turn, gives executives room to focus their energy back on what brought them to this new place: growth, performance, and creating positive results for their organization.

Unpacking the coaching process: what actually happens

It’s easy to think coaching is just talk—that it’s a sympathetic ear and nothing more. But experienced coaches, like Samia Shehadeh, combine personal experience and professional methods. It’s very intentional. Here’s what it might actually look like:

1. Building trust fast: Often, there’s limited time before the move. The coach needs to hear the real story—worries, ambitions, imagined disasters—before offering any guidance.
2. Normalizing the emotional curve: Introducing the Kübler-Ross model helps people realize what they’re feeling isn’t unique or “failure.” Everyone hits walls; the goal is to get support before, during, and after.
3. Tools for transitions: Sessions combine reflection, practical strategies, and even role-play of tough conversations (with landlords, schools, or local managers). Partners are often included, if desired.
4. Support after arrival: Once in the new country, coaching continues—adjusted as needed. It shifts from “what to expect” to “what’s actually happening.” Small wins are celebrated. Setbacks are addressed with compassion.
5. Create a forward plan: Coaches encourage the family to define what “settled” looks like. Is it about friendships? Routine? Mastering public transport? These goals keep everyone moving forward during rough patches.

A coach reminds you—“You are not alone in this.”

How the workplace factors in: coaching as a strategic tool

Let’s be honest—companies rarely relocate talent just for the sake of adventure. The investment is significant; expectations are high. Many HR and mobility leaders, especially those at the Partner and C-level, are only now recognizing just how much emotional well-being shapes outcomes.

Executives distracted by family strains are at higher risk of resignation or underperformance. Projects stall when confidence drops. Onboarding in the virtual world, as outlined in the EWS guide to onboarding in the new virtual world, is hard enough for local hires. For global moves, the pressure multiplies.

Companies working with coaches see patterns that are easy to overlook:

• Employees return home before projects finish—not due to professional difficulties, but emotional burnout.
• Partner dissatisfaction and child anxiety can obstruct assignment goals, no matter how talented the executive.
• Clear communication lines boost morale both for the relocating talent and those supporting them back home.

Studies, such as those covered by Belbin’s research on leadership roles and the change curve, highlight the pronounced bounce-back when teams get support at each stage of the emotional process. Coaching isn’t a quick fix. When paired with long-term strategy, it becomes an asset for businesses.

As EWS Limited helps clients with hiring in the age of hybrid working, we see firsthand that coaching supports clarity and fast decision-making. It paves the way for successful assignments, not just completed moves.