Presenter
Steve Terrell
• You will discover the types of experiences global leaders found to be important in their development, and what made those experiences developmental for them. • You will find out what global leaders said they learned as a result of their developmental experiences. • We will examine some of the traits and characteristics that seem to enable global leaders to grow and develop through their experiences. • We will review the global leadership competencies that these global leaders identified as being important to their ability to fulfill their roles. • You will learn how global leaders transformed their experiences into insight, knowledge, and skills. • We will review the implications of this research for global leadership development practitioners.
Key Takeaways
- 1.Global leaders primarily develop through direct, first-hand cross-cultural and global leadership experiences.
- 2.Valuable traits learned from developmental experiences include cultural sensitivity, the importance of relationships, and curiosity.
- 3.Effective global leaders require a unique set of competencies to manage complexity, interdependence, and ambiguity.
- 4.The primary drivers for successful global leaders are curiosity, openness, and a strong desire to learn.
- 5.Global leaders tend to develop and learn intuitively, using ad hoc approaches rather than structured, formal training alone.
- 6.There is a significant gap between the demand for and supply of qualified global leaders in many organizations.
The Challenge: A Shortage of Global-Ready Leaders
Global organizations operate in an environment of intense complexity, marked by a multiplicity of stakeholders, high interdependence, ambiguity, and constant flux. These pressures have created a critical demand for leaders who possess the competencies to navigate such challenges effectively. However, many organizations find themselves with a significant deficit; their supply of global leaders, or even individuals with the potential for such roles, fails to meet the urgent need.
A Research-Based View of Global Leader Development
This webinar presents the findings from Steve Terrell's research into the developmental experiences that global leaders themselves identify as pivotal to their growth. The study provides a clear roadmap of how these leaders learn and what they learn, offering crucial insights for talent management and leadership development practitioners.
Core Findings from the Research
Conclusions from the study indicate a clear pattern in the development of effective global leaders:
- Development Through Experience: Leaders report that their most significant growth comes from first-hand, immersive cross-cultural and global leadership assignments.
- Learned Values: Through these experiences, they learn the profound importance of cultural sensitivity, the necessity of building robust relationships and networks, and the value of a relentless curiosity.
- Unique Competencies: A unique set of global leadership competencies is required to fulfill their roles, distinct from domestic leadership skills.
- Innate Drivers: These individuals are consistently driven by their own curiosity, openness to new ideas, and an intrinsic desire to learn.
- Intuitive Learning Styles: Rather than following a rigid path, global leaders develop and learn intuitively, dynamically employing ad hoc learning approaches as situations demand.
Practical Implications for Talent Development
These findings have significant implications for how organizations should approach building their global leadership pipeline.
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For Aspiring Leaders: Individuals should proactively seek out first-hand, cross-cultural assignments to accelerate their development. The focus should be on cultivating cultural sensitivity, building diverse networks, and fostering an insatiable curiosity about different global contexts.
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For Organizations: Leadership development programs should be designed to emphasize international projects, rotational assignments, and mentorship focused on global challenges. Instead of relying solely on domestic or classroom experiences, organizations must create opportunities for immersive, hands-on learning. rewarding open-mindedness, adaptability, and continuous, intuitive learning is vital for fostering the next generation of global leaders.
This session explores the critical developmental experiences that shape global leaders, drawing on Steve Terrell's insightful research. It provides timeless insights into the competencies required to navigate the complexities of global organizations, offering actionable takeaways for leaders and talent development professionals even today.
What you'll learn
- How global leaders develop through direct, cross-cultural, and global leadership experiences.
- The importance of cultural sensitivity, robust relationships, and a curious mindset for global leadership.
- Key global leadership competencies essential for effective role fulfillment in complex international environments.
- The characteristics, such as curiosity and openness, that drive global leaders' continuous learning.
- Understanding the intuitive and dynamic learning approaches global leaders often employ.
Who this webinar is for
- Leaders currently operating in or aspiring to global roles within multinational organizations.
- HR and talent management professionals responsible for global leadership development programs.
- Organizational development specialists focused on building leadership capabilities for international operations.
- Executives and managers seeking to understand the unique demands and developmental paths of global leaders.
- Anyone interested in the critical factors contributing to effective leadership in a globalized world.
Why it matters now
Global organizations continue to face increasing complexity due to multiplicity, interdependence, ambiguity, and constant flux. These forces necessitate an enhanced supply of leaders equipped with specific global competencies. Many organizations struggle to meet this demand, making understanding the developmental pathways and required skills for global leadership more crucial than ever. The insights presented help bridge the gap between leadership demand and supply by highlighting effective development strategies.
How leaders can apply this
Leaders can proactively seek out first-hand, cross-cultural assignments and experiences to accelerate their global development. Focus on cultivating cultural sensitivity, building diverse networks, and fostering an insatiable curiosity about different global contexts. Organizations should design leadership development programs that emphasize rotational assignments, international projects, and mentorship focusing on global challenges, rather than purely domestic experiences. Encourage and reward open-mindedness, adaptability, and continuous learning, recognizing that ad hoc and intuitive learning are vital for global leader growth.
About this session
Key takeaways
Watching this webinar gives you grounded, practical perspective on Talent Management. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Steve Terrell's direct experience.
Who this is for
CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for resources inside their organization.
Why it matters now
Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about Talent Management.
How to apply it
Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.
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