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The Personal, Professional, and Societal Imperatives of Building Global Competence

The Personal, Professional, and Societal Imperatives of Building Global Competence. Charles Vance, Ph.D., Visiting Professor Department of Leadership and Corporate Strategy University of Southern Denmark and Professor of Management & Human Resources

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The Personal, Professional, and Societal Imperatives of Building Global Competence

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  1. The Personal, Professional, and Societal Imperatives of Building Global Competence Charles Vance, Ph.D., Visiting ProfessorDepartment of Leadership and Corporate Strategy University of Southern Denmark and Professor of Management & Human Resources Loyola Marymount University, Los Angeles

  2. Why should we be at all concerned about developing global competence? What is global competence? Where is the global marketplace?

  3. Major Global Marketplace Contexts Domesticcontext Transnational context Multinational context Regional context Fully global context Virtual context

  4. But why should we be at all concerned about developing global competence? Personal Imperatives Professional Imperatives Societal Imperatives

  5. Societal Imperatives • Local • National • Regional • Global http://www.youtube.com/watch?v=L1vAJYX4WEQ • SuperordinateGoals • Self-Perception Theory

  6. Personal Imperatives • Testing/Transcending Cultural Stereotypes • Broadeningthinkingtoovercomeprejudice (unproductiveforothersandyourself) Samuel Clemens (Mark Twain): “Travel is fatal toprejudice, bigotryandnarrow-mindedness.”

  7. Personal Imperatives • Surfacing Personal Values • GainingSelf-Knowledge • Self-Confidence • ClarifyingCareerDirectionand Life Purpose: Source ofDefining Moments Marcel Proust: “The real voyage of discovery consists not in seeking new landscapes but in having new eyes.”

  8. Professional Imperatives & Globalization Context • OpeningMarkets, Emerging Markets • GreaterOpportunityfor Travel • Technological Advancement • Competiton • Cultural Convergence • Migration (unskilledandskilled) • IncreasingDiversity • ContingentWorkforce (flexible workforce) • GrowingEntrepreneurialSector (also NGO‘s) • Increasingnumberandformsofalliances (large andsmall, publicand private)

  9. Increasing Company Interest in Professionals with Global Competencies • In the 2011 Global Relocation Trends Survey Report, Brookfield Global Relocation Services found that 61% of respondents expected their expatriate population to increase. • Striking increase in role of emerging markets • "As more companies are increasing their presence in emerging markets, international assignments are a key aspect in the global economic recovery…” --Rick Schwartz, Brookfield President

  10. Increasing Demand for Global Leadership Competencies “…to be successful, you will have to deal with nationally and culturally eclectic staffs and teams, understand foreign competitors and devote more time to studying the culture, politics and operating style of world markets. If you haven’t done so already, you need to prepare to join this new world --and you’ll have to do it yourself.”(Wall Street Journal)

  11. According to a major field study featuring interviews of 108 executives in multinational firms: 75% believed that their companies needed more employees with global leadership competencies. Less than 8% of the companies had programs to address this shortage.  Companies are falling seriously short in helping their employees develop global leadership skills.

  12. Most Important Message Today: With global competencies becoming increasingly critical for individual career and organizational success in the global marketplace… You are in charge of your own development as a global professional!

  13. Your First Step: Self-Assessment –example: Big 5 Personality Test http://www.outofservice.com/bigfive/ 5 Key PersonalityTraits (OCEAN): • Openness(inventive/curiousvs. consistent/cautious) • Conscientiousness(efficient/organizedvs. careless) • Extraversion(outgoing/energeticvs. solitary/reserved) • Agreeableness(friendly/helpfulvs. cold/unkind) • Neuroticism(sensitive/nervous vs. secure/confident)

  14. Interpersonal skills Communication (formal & informal) Motivation tolearn Flexibility Open-mindedness Respectforothers Cross-culturalsensitivity General intelligence (savvy, duality) Business knowledge Inquisitiveness Emotional Intelligence Courage Commitment Self-management & adjustment Recentresearchhasidentifiedtheseassomeofthemostimportantglobal careercompetencies (KSAs):

  15. How Can You Develop These Important Global Competencies? General Approaches (4 Ts): • Training • Travel • Teams • Transfers

  16. Vance Research on Proven Career Development Strategies for Global Professionals • Based on interviews with American expats in 5 Asian countries, 5 European countries • Important Facilitation Factors: • Family background • Influence of spouse/significant other • Personal motivation/interest

  17. Exposure Tourist travel Host foreignstudents Foreignlanguage International activities Study abroad (domestic) Study in IB program Work forforeignorganizationin yourowncountry Foreignmilitaryservice Immersion Study abroad (foreign) International internships Governmentforeignservice Foreignhumanitarianormissionaryservice ProvenCareer Development Strategiesfor Global ProfessionalsPhase I: FoundationBuilding

  18. Phase II: Specific Preparation • Networking (personal andsocial) • Find anddevelopmentorrelationships • Targetedforeignlanguagestudy • Developmarketableskillsthatareneeded in intendedareaforworkingabroad

  19. Traditional MNC Track Obtain MNC job at HQ Build career dev. plan Internal networking Internal mentors Seek intl. division jobs Virtual team assignments Intl. work-related travel Temporary assignments abroad (secondments) Immediate Expat Track (SIE): Move to desired foreign location and... Network like crazy! Actively seek job Volunteer service at local chamber of commerce Take temporary forms of employment Do local internship Phase III: Securing Foreign Employment

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