Given the ever-increasing globalization of our world, global corporations consistently state the need for more globally-minded executives. A question many companies face is how to assess whether someone is globally-minded and ready for a leadership position abroad. The cultural challenges executives face when either abroad or when leading a diverse team can prove to be unexpected obstacles to a company’s growth and team cohesion. Leaders at the top of many companies consistently rank the number one concern of global corporations being that their companies need more globally competent leaders, ones that can understand and adapt their approaches to adequately encompass a holistic intercultural perspective.
In a recent webinar, Unlocking the Potential of Global Leadership, presented by Dr. Allan Bird, President of the Kozai Group, and Dr. Mark Mendenhall, Partner of the Kozai Group, viewers can gain a more detailed view of how to select globally-minded leaders. The webinar provides key insights into understanding the importance of assessing global leaders and how companies can help either create global leaders or ensure that they are hiring leaders with real potential in the global sphere.
Assessing Readiness for Global Leadership
From years of experience, Dr. Bird and Dr. Mendenhall cite that one of the primary questions companies have when addressing the shortfall of globally minded leaders is whether they should develop and cultivate these leaders in-house or whether they should go out into the market and seek global leaders. Regardless of the method chosen, when assessing potential future leaders, it is essential to understand their areas of strength and areas that still need to grow to realize their full potential as globally-minded high-level leaders.
A key point in determining whether someone is a good fit for a global leadership position is assessing their foundational global competencies. These are measured by the Global Competencies Inventory (GCI). This assessment provides a foundational cornerstone to assess global leadership potential. By measuring global leaders or potential global leaders’ higher-order business skills in tandem with their organizational competencies, a much clearer picture of someone’s global competencies can emerge.
Someone can have excellent financial acumen or a curriculum vitae that looks like an outstanding fit, but being a global leader is often more about how someone engages with others, perceives themselves, and subsequently responds to (often unfamiliar) situations and stimuli. Six dimensions of global leadership provide the framework of the GCI. They are:
- Relationship management
- Perception management
- Global business experience
- Global organizing expertise
In addition to these six foundational cores, the webinar discusses 16 sub-dimensions that are crucial in becoming a skilled global leader. Without knowledge of how an individual scores in both the six dimensions and sixteen sub-dimensions, decision-making with a global perspective can be highly challenging. To see the foundational graphic of the framework for global success as well as learn more about the important sub-dimensions discussed, watch the webinar.
Fundamental Processes and Mechanisms
The GCI is not simply having someone take a test, obtain their results, and move on. The assessment has phases that assist throughout the process of developing a global leader. After the initial assessment, phase two called the “knowing” phase, is helping the test taker shift their learning context so that they can embrace the foundational cornerstones of a strong global leader and how they can improve on these as well as within the subdimensions. The knowing phase additionally helps determine the level of development readiness of someone who is planning on becoming an effective global leader.
Phase three involves moving from knowing to doing. The doing phase includes drafting and utilizing Personal Development Plans, coaching, and determining accountability processes to put the knowledge gained from the GCI into practice.
Dr. Mendenhall and Dr. Bird discuss developmental methodologies from many different companies on how they have conditioned and developed their staff into global leaders. Drafting and engaging Personal Development Plans has the highest potential for gaining global leadership skills outside of trial-run experiences abroad. Thus, if companies want to best prepare their staff for global leadership, utilizing the GCI is the most cost-effective methodology.
The webinar provides practical information on how companies can best prepare global leaders. At the end of the webinar, in addition to an excellent Q&A session, Dr. Bird and Dr. Mendenhall discuss at length the cognitive, affective, and behavioral key learning mechanisms that the GCI addresses through its three-phase process. Watch this helpful and informative webinar here.