The Foreign Service Journal, December 2012

38 DECEMBER 2012 | THE FOREIGN SERVICE JOURNAL of the Foreign Service, who move to a new post every couple of years—is all about transitions. It is useful to map their terrain to know what to expect. The Expat Lifecycle Phase 1: Preparation. This is in some ways the most cru- cial stage of the cycle. It begins with bidding for posts, which usually happens six months to a year prior to the move. It is essential for Foreign Service members to gather as much information as possible about the posting, through both formal and informal networks. The waiting period between bidding for posts and receiving notification of acceptance can be a time of stress, as well as anticipation. Phase 2: Disengagement. Once the individual has been chosen for and accepts a posting, another phase begins: dis- engagement. The typical FS employee has a large portfolio and is emotionally invested in his or her work. Because they will probably be at their old post for another six to nine months, it is important for outgoing FSOs to start disengaging emotionally and preparing to hand the work over to the next person. Yet if disengagement occurs too abruptly, the quality of work may suffer. This is a challenge that benefits from being discussed openly. For expatriate spouses, there may be the added issue of leaving a job or career. Usually it is the employee who is given most of the information by the State Department. The HSBC 2011 Expat Explorer International Study found that there is a direct correlation between how much information is accurately given to the spouse and the incidence of spousal depres- sion—which, in turn, is directly correlated with how long the employee stays in the job. Phase 3: The Honeymoon. During the first few weeks in a new country, it’s like being a tourist who explores new sights and sounds and is excited by the newness. The same euphoria can happen at the workplace, as well. New responsibilities and surroundings feel exciting and full of promise, and the FSO can feel like everything and anything is possible professionally. Phase 4: Culture Shock. Once it hits home that the indi- vidual is not a tourist, but is living and working in the country, the next phase sets in. This generally happens after the first few weeks and can last anywhere from six months to a year. Instead of everything looking new and exciting, the rose- colored glasses come off and the environment can be expe- rienced as inhospitable, particularly in developing countries. Even at work, all the newness can be over- whelming. If the employee has been recently pro- moted, there is the added stress of more responsibility at a time when there is already a huge learning curve on all fronts. Expat spouses may experience an overwhelming feeling of isolation during this phase, which underscores the importance of building support networks in the new environment as soon as possible. It is a time when the working spouse and children need a lot of support and the non-working spouse may feel discouraged. Spouses may feel a lack of identity, particularly if they were working in their home country or at their previous post. During this period, keeping in touch with close friends and family via Skype is very helpful. If the feelings persist, it can be helpful to talk with the embassy psychiatrist, or a professional counselor outside the embassy. Phase 5: Adaptation. Finally, after about a year, most For- eign Service employees and their spouses find that the highs and lows of adjusting to a new culture have evened out, and they feel more at peace. They have learned how to maneuver around their new environment and have made some friends, and their children are usually adjusted to their new school. This phase can also be a time for the nonworking spouse to reinvent him or herself by finding something that creates passion and pursuing it—whether it is taking a class, learning a new skill or simply preparing for an inspiring new career. This time is often experienced as “coasting,” after having put a lot of energy into getting the rocket launched. This is the time to reap the benefits of the last year and enjoy—at least for another year or two, when the process begins all over again! The 4S System Preparing for and negotiating these phases again and again requires emotional intelligence and resilience, and this is where the 4S System can help FS families. Situation. It is important to realistically assess the situ- ation at the new post. The first consideration is how much input you’ve had in the decision to be there. If FS members get the first or second choice on their bid list, they will be more motivated to make the posting work. Hopefully, the bid list was developed on the basis of thorough research, and reflects the Preparing for these phases requires emotional intelligence and resilience.