In today's global economy and in the shaping single European market, mobile managers are a must. Addressing the issues of dual-career couples who are candidates for foreign assignments might significantly affect the company's ability to develop global leaders. The dual-career couples issues have been called the " hottest " expatriate concern at this time and the management of it has been identified as one of the five most important HR challenges for the decade ahead (Charles A. Handler : HR management Journal 1997). This is also reflected in a recent survey made by Coopers & Lybrand in Benelux and Sweden in 1997 amongst 147 companies which has shown that the dual-career issue is on the top of the list when refusing an assignment abroad beyond financial aspects. Here are the views of Luc Drieghe, psychologist specialised in working environment, University of Gent :   "In dual career couples the professional adaptation of the trailing partner is crucial for his or her psychological well-being. The importance of this psychological well-being must not be underestimated. Management scientist and transfer managers frequently underscore its impact on the functioning of the expatriate manager. Family adaptation problems are one of the main reasons for expatriate failure. In this sense, investing in 'family resource management' is a prerequisite for the effective functioning of the expatriate."