With you on your global journey
Global leaders are responsible for businesses, projects, and people spread out over several countries and regions. They may be experienced executives or younger talents on their first global assignment. They may be leading – or be a part of – a team.
Global assignments can be quite challenging due to intricate organizational structure, geographical distance, a mix of cultures with related norms and behaviors, multiple stakeholders, time differences, virtual communication, and fast-changing conditions.
To be successful at transitioning from a local to a global position, Global Leaders need to appreciate the scope and complexity of the job and be equipped with new competencies. Their role includes creating a unifying vision, building effective and collaborative teams, managing change, and effectively communicating with a highly diverse set of stakeholders.
Effective global leaders are not only business savvy and technically skilled. They are also culturally competent, resilient, authentic, and professionally and personally mature.
INTERNATIONAL LEADERS – EXPATRIATES
Expatriation provides practical experience of working and living in a foreign country, and, therefore, it is the perfect playground for developing globally-minded leaders. International leaders (or expatriates) get transferred to contribute to the growth and development of the local operations.
While this is a significant career opportunity, it exposes leaders to the challenge of sustaining high performance in a new and unfamiliar setting.
To succeed they need to grasp the differences between the home and the host country and quickly adjust their leadership style to the new work environment. Differences may be related to cultural norms, values, expectations, communication style, and so forth. At the same time, they have to invest in building new networks (new colleagues, business partners, and community), adjusting to the host country lifestyle, and supporting the accompanying family.
They thrive by finding the right balance between push and pull, between respecting the local culture and encouraging change and innovation. They behave as true leaders when they gain people’s trust by investing in relationships and demonstrating understanding of the “local way”.
Expatriate leaders show high resilience as they deal with complex professional and personal challenges.
Life Partners transfer with the working partner when this is offered an international assignment.
They are the actors in reorganizing life in the foreign country; this entails taking care of the logistical and practical aspects of the relocation as well as providing a safe and supportive environment for their partner and children. By choosing to relocate, they may have had to quit a job, shut down a business, or move away from senior parents.
They demonstrate a positive attitude, openness, drive, problem solving, organization skills, resilience, and curiosity about the local and international community. They may put in effort to learn the local language, volunteer at a local nonprofit, or find a new job.
When Life Partners succeed at recreating a positive life abroad, they become a key asset for the leader, for their families and, ultimately, for the organization.
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