Des brings over 25 years of global mobility expertise, beginning with guiding people through the life-changing decision of buying and selling homes before moving into relocation in 1990. His passion lies in building impactful, human-centered mobility solutions, shaped by personal relocation experiences and lessons in cultural awareness. At NetExpat, he thrives on the intrapreneurial energy of a global team that feels like a “27-year-old start-up,” inspired daily by colleagues’ talent and dedication. Motivated by the chance to create sustainable solutions that truly make a difference for individuals, families, and organizations, Des envisions mobility evolving into a strategic, end-to-end resource that elevates the human experience.

When organizations support mobile employees during an intercultural assignment, they benefit long after those same individuals repatriate. The trouble is, too many businesses don’t see repatriation as a component of the assignment, which can have negative outcomes for both them and the employees they’ve invested in: Without repatriation support, employees face a myriad of challenges, from reverse culture shock and career uncertainty to feeling diminished. Businesses end up paying the price, from employees being disengaged to losing talent altogether. Both have negative impacts on a company’s ROI.

Leadership styles vary widely across cultures—and when global teams work together, those differences can quietly shape everything from decision-making to team morale. What feels like clarity to one supervisor may feel like micromanagement to an employee from another culture. Respectful silence meant by one team member may be misread as disengagement by a leader with different cultural values and expectations. These mismatches aren’t about competence or intention—they’re about interpretation. And without cultural understanding, even high-performing teams can struggle. Training your workforce to navigate diverse leadership styles—to develop intercultural agility— is more than a soft skill. It’s a strategic investment. Employees need support to adapt to unfamiliar supervisory approaches. Leaders need coaching to flex their style in varying cultural environments. And organizations need expert partners who understand the hidden dynamics at play. Organizations that foster culturally agile teams build resilience and adaptability across diverse workforces. In addition to cultivating mutual understanding, they facilitate bridging gaps between leaders and their teams by encouraging open communication and flexible leadership approaches. This foundation further supports team collaboration, productivity, and innovation.