The Role of Mobility in Developing Global Leaders Mark Frederick, Ph.D. Director, Global Talent Management IOR Global Services

Objectives for this Session Discuss the key qualities and competencies required for global leaders Describe the leadership challenges of globalization Identify assessment tools available for selection and development of global leaders Develop a practical approach to building an effective global leadership development program

Leadership Qualities What qualities do you associate with effective leadership? What changes when leadership “goes global”?

…do as the Romans (Chinese) do? When in Rome (or China) …just be yourself? or Intercultural Adaptation: Who Should Adapt to Whom?

China has an ancient tea drinking culture dating back nearly 5,000 years Not “doing as the Chinese do.” Since 1999, Starbucks has grown to over 700 stores Changing consumer tastes, “tea at home, but Starbucks in public” Conspicuous consumption in the younger generation Studying Starbucks in China

Intercultural Adaptation: Key Competency for Global Leaders It depends! Context is key! – Work objectives/strategy – Organizational culture – Flexibility/boundaries – Team dynamics – Personal work style Strategic, Global Mobility must have this competency and needs to develop it in their organization!

Leadership Challenges of Globalization What challenges do leaders face in the global marketplace?

Dramatically increased flows and mobility of international talent in the marketplace New configurations of teams never experienced before (multicultural; matrixed; virtual) Rapid changes in organizational vision, values and policies Push to address, define, and promote global sense of organizational culture Leadership Challenges of Globalization

“Welcome to the Globally Integrated Enterprise” “Over the past decade, IBM and its clients have changed structurally, operationally, and culturally in response to globalization and new technology” “Global corporate integration will involve significant changes in organizational culture” – Sam Palmisano, Former CEO & Chairman ( ) Source: IBM.com Moving Beyond Multinational

Global Mindset The ability to work effectively and comfortably in different cultural environments with diverse populations  Global Leadership requires a high degree of Global Mindset! Attitude KnowledgeBehavior

Intercultural Development Inventory (IDI) Theory-based measure of how people (groups and individuals) respond to cultural difference (attitude/perspective) – Developed by Dr. Mitch Hammer and Dr. Milton Bennett – 50 item instrument created from recorded statements about difference – Supported by significant validation studies, both content and construct validity over the past 20 years – Available in 12 languages

Based on developmental model of five stages – Denial – Polarization (Defense/Reversal) – Minimization – Acceptance – Adaptation Intercultural Development Inventory (IDI)

Useful for: – Identifying global leadership talent – Building talent pools – Creating a baseline measurement for development – Tracking progress over time Intercultural Development Inventory (IDI)

Created by Kozai Group: 5 leading academics in the intercultural field High degree of reliability and validity (both content and construct) Looks at 3 major abilities and 16 competencies: – Ability to learn – Ability to develop and manage relationships – Ability to manage self GCI: Global Competencies Inventory

Useful for: – Identifying global leadership talent – Creating a developmental measurement – Building a coaching developmental plan for leaders GCI: Global Competencies Inventory

Assesses cultural value preferences that impact work style Based on the research of Geert Hofstede conducted over the past 30 years Examines 5 major behavioral dimensions:  Individualism  Power Distance  Certainty  Achievement  Time Orientation Contrasts personal results with the results of 5 different countries for comparison CWq: Culture in the Workplace Questionnaire Sample

Useful for: –Raising awareness of cultural differences –Improving knowledge base of cultural workplace behaviors –Gap analysis to consider degree of cultural adaptation –Discussion / analysis of team and company culture Sample CWq: Culture in the Workplace Questionnaire

Building an Effective Global Leadership Development Program Get support from “the top” – Budget – Sponsorship – Visibility – Active participation Identify stakeholders and align with other areas i.e., Talent Management, Organizational Development, Human Resources, Learning & Development Have business unit leaders identify and suggest candidates Use assessment tools to create talent pools – Integrate reports and results with your talent management software platform or intranet

Building an Effective Global Leadership Development Program Create and BRAND rotational programs for the various regions in the organization – Make sure the regions are ready! Develop and offer educational sessions for learning and self-awareness leveraging the experience of global assignees Identify, develop and assign mentors for younger leadership prospects Use assessment tools to measure developmental progress and build into the performance management system

Any Other Thoughts? Questions? Thanks and Enjoy the Conference!