Although organizations increasingly rely on and invest heavily in expatriate assignments, a large proportion of these assignments fail. Given a notable gap in the expatriate literature, we advance a conceptual model focused on improving transfer of expatriate training to the host country work role as a means of addressing these challenges. We integrate relevant theory on expatriate cross-cultural training, expatriate identity, and accountability for transfer to propose a conceptual model that delineates specific mechanisms through which the transfer of expatriate training, and ultimately expatriate adjustment, can be facilitated. Our model and specific research propositions are premised on the role of identity due to its centrality in developing a sense of accountability for transferring training, and its relevance to the success of expatriate assignments. The propositions and practical recommendations, unlike existing transfer strategies that are sometimes atheoretical or implemented haphazardly, are anchored in a common lens of accountability and identity. By doing so, we uniquely provide systematic and strategic insight about efforts to improve expatriate training, thus facilitating expatriation. A conceptual model and testable research propositions provide numerous pathways for advancing future research focused on the success of expatriate assignments through training. Practical guidance and recommendations, as yoked to a shared theoretical foundation, are presented to help organizations and managers bolster the transfer of expatriate training.