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Archive for January, 2010

GLD 3: Creating a Global Bench

By Bryant Nielson, Managing Director On January 24, 2010 NO COMMENTS

After dealing with the challenges of distance and culture, the next challenge for global leadership development is how to create a leadership bench or pool that is truly global in scope. When you took the time to define leadership across the cultures that exist within your organization, you may have also begun to see potential succession patterns developing. We will discuss making leaders mobile later, but we will confine this discussion to the overall creation of a global bench.

The first step is to create the pool or bench. From the definitions you’ve collected, you should be able to create profiles of existing leaders within the organization. Plus, existing leaders may be able to begin choosing those professionals who can fit the leadership definition after going through the development program. These people can begin to fill the leadership pool or bench. Obviously getting them through the program you will create is going to be the first, and biggest, step to preparation. But how are you going to plan for succession across a diverse workforce?

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GLD 2: Defining Leadership Across Cultures

By Bryant Nielson, Managing Director On January 16, 2010 NO COMMENTS

We’ve discussed distance in relation to a global leadership development program, but let’s take the discussion a little deeper. When training for leadership across cultures, it’s necessary to be mindful of the fact that the concept and definitions of leadership may be different across cultures. And before we proceed, let’s define a “culture”. In the sense of training and development, a culture is the attitudes, experience, and work styles of any like group of people. For example, your organization may be located only in one geographical location but may have various cultures in existence. That’s why a discussion of global leadership development can apply to any organization, regardless of geographic factors.

Along these lines, be aware that there are differences in cultures not only within one geographic location but also in varied geographic locations-even within the same country. For example, work styles and attitudes are different in South Florida than they are in the Mid-Southern states, and so on. Of course, world cultures may be completely different, even if everyone works for the same organization. All of these factors will contribute to the definition of leadership and therefore into the definition of your leadership development program.

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Global Leadership Development (GLD): Distance

By Bryant Nielson, Managing Director On January 8, 2010 NO COMMENTS

Leadership development, like traditional training and development, faces traditional challenges such as distance, culture, diversity, design and delivery methods, along with budgets and workforces. We are going to take a look at the challenges you may face when implementing a global leadership development program, starting with one of the most obvious challenges: distance. If you are a local organization, you probably wonÕt deal with distance. But consider those organizations that have members spread out over a wide geography, and even across international boarders. Developing their leadership program may be a little more difficult, starting with the distance that separates them.

Any leadership development program is going to require regular meetings and training, not to mention networking and coaching. So what can you do to truly train leaders ‘at a distance’? We will discuss the development and design of global leadership development training in an upcoming installment. But before you get to that point, you must think about how you’ll bring that group together. In today’s environment, training can be delivered in many different ways, including online and via web conference. The first challenge is creating a program that lends itself to a distance format. If your organization is spread out in different countries or geographic areas, think about the budget strain that may occur if you try to bring your leadership pool together on a regular basis. Also consider the differences in time-the pool in the U.S. may be at work when the pool in Europe or the Middle East is heading home for the day. One way to bridge distance is to offer your informational training online and then have the pool meet to discuss via a web conference. Blogs and discussion boards are also helpful to groups who are separated by distance or time.

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