I recently attended a talk run by Daniel Guillory, the CEO of Innovations International, Inc. The seminar covered the competencies needed to develop global leaders. Much of what I have seen and experienced around developing global leaders has been through the lens of cultural theories and cross cultural understanding. This includes Geert Hofstede's theory on cultural dimensions or the Iceberg model of culture. Hofstede's research concluded that cultural values can be viewed through the following dimensions of country culture: power distance (strength of social hierarchy), individualism vs. collectivism, masculinity vs. femininity (task orientation vs. people orientation) and uncertainty avoidance. Two other dimensions - long term vs. short orientation and indulgence vs. restraint were later added. Other cross-cultural models have included dimensions such as polychronic vs. monochronic view of time, high context vs. low context, formal vs. informal and process oriented vs. results oriented.

Mr. Guillory took a refreshingly different angle to the topic of developing global leaders. In summary, his organization believes that the competencies needed to develop global leaders are strategic awareness (of culture and country), adaptability in new situations, sensitivity to different cultures, ability to work on international (or multicultural) teams, language skills, international negotiating and adaptability to accelerate change. On the topic of developing global leaders, there has to be an element of cross cultural understanding included. Mr. Guillory's points can easily be understood by business leaders. The competencies he discussed include elements of cross cultural understanding and are relevant to global business leaders on a day to day basis.

If you are an HR professional and are recommending training on developing global leaders to your leaders, I would recommend taking Mr. Guillory's approach.

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