The geographically dispersed, culturally diverse workforce and marketplace is the new reality. Yet most organizations lack a clear roadmap on how to best develop global leaders. Relying on outdated or generic approaches is inefficient and costly. A systematic, integrated program is necessary for success.
The Failure of Standard Leadership Programs
Most Global Leadership Development Programs (GLDPs) fail because they lack a systematic process to create astute, flexible, and visionary leaders who can hold multiple perspectives at once. Many companies rely on canned university programs, which are not an effective solution as they are not tailored to the organization's unique vision, mission, and leadership competencies.
Furthermore, organizations often use international assignments simply to fill a functional need rather than as a developmental opportunity. Without a structured training plan, executives can complete a multi-year assignment abroad and return with few of the necessary global competencies.
Core Competencies for Global Leadership
Research on global leadership identifies several competencies as key factors for success:
- A global business mindset
- Cultural intelligence (CQ)
- Collaborative leadership skills
- Creativity and innovation
- Vision
- Teambuilding and partnering
A Framework for an Effective GLDP
A successful global leadership curriculum must be a progressive process of training, coaching, immersion, and reflection. It should be multifaceted, with clear milestones and metrics.
Build a Unique Curriculum
Instead of off-the-shelf solutions, create a GLDP curriculum that is unique to your organization. It must encompass your specific vision, mission, and desired leadership competencies. It is also important to understand the cultural underpinnings of your assumptions about what makes a good leader, as these can vary significantly.
Leverage International Assignments for Immersion
One of the most effective and least utilized opportunities is placing potential leaders in an extended immersion in a new culture. A global stretch assignment should be a core part of the development program. These assignments help develop the ability to see the same situation from multiple perspectives, a hallmark of a successful global leader. Research from The Innovator’s DNA reports that business people are 35% more likely to conceive new ideas if they have lived in a foreign country.
To be successful, assignees must receive cultural coaching and support from both their sending and receiving sponsors. Simply traveling internationally is not a substitute for living and working in a new cultural setting.
Provide Specialized Global Executive Coaching
While executive coaching is common, few coaches have the competency and experience to guide leaders on global issues. An effective global coaching program must target the specific challenges of global work, particularly the hidden cultural dimensions that untrained executives—and coaches—cannot see. Targeted coaching on leadership, communication, and teambuilding styles tailored to different cultural contexts can turn a failing assignment into a success.
Foster Global Collaboration Skills
A GLDP must include global collaboration and project team leadership. Potential leaders should work on joint global projects, ideally meeting face-to-face initially before working virtually across time zones and cultures. Global leaders must be masters of "Collaborative Dexterity," which involves seeking out a cross-section of experiences, cultures, and thinking styles to address global opportunities and problems.
Ensure Inclusiveness and a Global Mindset
Innovation often comes from disrupting an organization's "normal way of thinking." A GLDP must deliberately include participants who represent the company's current and future client base. If a significant portion of revenue comes from outside your home country, your future leaders should reflect that diversity.
When selecting participants, prioritize those who have already shown a proclivity for seeing things from different perspectives. It is much easier to train a leader with a global mindset to develop functional expertise than the other way around.