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What is special about Global Leadership?

Is Global Leadership really any different from good leadership in general?

Doesn’t good leadership work anywhere?

Perhaps it does in many cases but I believe that Global Leadership is a specialty.

“Studies estimate that American expatriates have rates of assignment failure as high as 40%, which often results from stress caused by cultural differences and demanding workloads” (Source: WorldWork).

How is Global Leadership different?

Let’s first look at the role of a Global Leader. He/she is a leader in a global organisation with units in many countries for sales, production, etc. That requires balancing between corporate policies and local needs and flavours, across diverse customers, employees and business partners. It means collaborating with each other across boundaries in geography, time zones, language and business cultures. That can be truly challenging at times.

To be effective the global leader needs to capture the creativity of diversity; that requires competences over and above those for the domestic market.

Which competences are particularly important for Global leaders?

The global leader needs a global mindset, a cosmopolitan outlook. She/he needs to be able to take a truly global view of business rather than a domestic view looking outwards, gaining understanding of business in the branch worldwide.

Above all the global leader must be able take a global view on people, accepting that people from different backgrounds work in different ways towards the same goal.

This requires an open mind, a love of learning, curiosity in the world, and, self-reflection.

The effective global leader shows a passion for diversity and a capacity to love and be loved by wide range of people. He/she values fairness, equity and inclusiveness, and, demonstrates it. She/he can manage uncertainty and ambiguity, is willing to take risks and to invite the unexpected.

Four fundamental competences are the foundation for global leadership:

  • Intercultural sensitivity
  • Intercultural communication
  • Building commitment
  • Managing uncertainty

These competences can be measured (www.irc-center.com) and further developed where desirable. As an executive coach with an understanding and experience of global leadership I’m ready to work with you.

 

 

 

How to recognize chronic stress

Some of my clients are under considerable stress. Although a degree of stress is acceptable, chronic stress is damaging for mind and body. Chronic stress is prolonged mental burdening that causes neuro-hormonal imbalances.

How, as a coach, can I tell that a client has chronic stress?

A client suffering with chronic stress will generally feel exhausted, less energetic and have difficulty concentrating. She or he may be having sleepless nights, pain in neck and shoulders and be generally tense. The chronic stress could cause he or she to be overly irritated, worried, impulsive and inflexible. Heavy smoking or drinking can also be a sign.

What can I do as a business coach?

A client in this condition is not in a position to reflect on his or her life and work. The effort is just too much. My best approach is to help the client express the complaints and feelings, to be emphatic and to encourage the client to see a chronic stress therapist.

Dynamic connections

Fashion is constantly changing and that also goes for websites. My previous website started to look old-fashioned and didn’t work properly on smartphones. Time for a new website, designed by my son Martijn @ OrgoneMedia.nl.

The graphical theme of dynamic connections is symbolic for the connections between people: always changing. It also symbolizes my systemic approach to coaching.

The website feels right and is like me: clear, open and structured.