Presenter
Linda Sharkey
-What behavior dimensions affect Global Leaders -How to assess companies Global capabilities -How to assess yourself or someone else for Global Assignment readiness -Learn the 5 dimensions of Global Leaders -How to identify and retain Global Leaders
Key Takeaways
- 1.Effective transglobal leaders possess five key behavioral dimensions that set them apart.
- 2.Placing the wrong leader in a global role can lead to significant business disasters and missed opportunities.
- 3.Organizations must learn how to spot, nurture, and retain leaders with transglobal capabilities.
- 4.A leader’s readiness can be systematically assessed to determine their suitability for a global assignment.
- 5.Companies can evaluate their organization’s overall global leadership capability to identify strategic gaps.
- 6.The five dimensions of transglobal leadership provide a benchmark for leader self-assessment and team evaluation.
- 7.Targeted leadership development programs can be designed to cultivate specific global competencies.
The Challenge of Global Growth
In an increasingly interconnected world, the ability to drive global growth is essential for competitive advantage. However, this requires a specific type of leadership capable of navigating complex international landscapes and diverse cultures. As companies expand globally, they face the risk of business disasters when leaders are unprepared for the unique challenges of international assignments. According to research from Dr. Linda Sharkey, co-author of Winning with Transglobal Leaders, organizations must be prepared with the right leadership to succeed.
The Five Dimensions of Transglobal Leadership
This webinar provides a framework centered on the five critical dimensions that differentiate highly effective global leaders. Dr. Sharkey details the specific behaviors associated with each dimension, offering a model for what it takes to thrive in a global role. The session focuses on providing practical guidance for recognizing these traits in potential leaders and cultivating them within an organization.
Assessing Global Leadership Capability
To build a pipeline of effective leaders, organizations must first understand their current capabilities. This webinar covers strategies for assessment at both the organizational and individual levels.
Organizational Assessment
The session provides methods to assess your company's overall global capability. This allows leaders and HR professionals to identify systemic weaknesses and build a strategic plan for developing a globally competent workforce.
Individual Assessment
For talent management and succession planning, it is critical to evaluate an individual's readiness for an international role. The webinar explains how to assess a candidate being considered for a global assignment, using the five-dimension framework to predict their potential for success.
How to Apply Transglobal Leadership Principles
Leaders can apply these insights to build a more robust leadership pipeline. The five-dimension framework can be used as a benchmark for self-assessment and team evaluation, highlighting specific areas for development.
This structured approach can inform the design of targeted leadership development programs focused on enhancing global competencies. By systematically identifying and nurturing transglobal talent, organizations can improve retention in global roles, mitigate risks, and build a sustainable competitive advantage.
Driving global growth requires a unique type of leadership, capable of navigating complex international landscapes and achieving success across diverse cultures. This session explores the essential qualities and behaviors that define effective global leaders, providing a framework for identifying, developing, and retaining individuals who can propel an organization's international ambitions.
What you'll learn
This webinar provides insights into the five critical dimensions that differentiate highly effective global leaders. It details the specific behaviors associated with each dimension, offering practical guidance for recognizing these traits in potential leaders. The session also covers strategies for assessing an organization's current global leadership capabilities and evaluating individuals for international assignments.
Who this webinar is for
This content is designed for HR professionals, talent management specialists, organizational development leaders, and executives responsible for global strategy and expansion. It is particularly relevant for those involved in leadership development, succession planning for international roles, and building a globally competent workforce.
Why it matters now
In an increasingly interconnected world, the ability to operate and thrive globally is no longer optional for most organizations. The business landscape demands leaders who can effectively manage across borders, understand diverse markets, and foster cross-cultural collaboration. Without adequately prepared global leaders, companies risk significant setbacks, missed opportunities, and even outright business failures in international ventures. Ensuring strong transglobal leadership is critical for competitive advantage and sustainable growth.
How leaders can apply this
Leaders can apply these insights by first understanding the five dimensions of global leadership and using them as a benchmark for self-assessment and team evaluation. This framework can inform the design of targeted leadership development programs focused on enhancing global competencies. By adopting a structured approach to identifying and nurturing transglobal talent, organizations can build a robust pipeline of leaders ready to spearhead international initiatives, improve employee retention in global roles, and mitigate the risks associated with inadequate global leadership.
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 Linda Sharkey'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.
Frequently asked questions
Topics