Global Leadership Competition
Global Leadership Competition
Introduction
One of the key issues emerging in the development of global competition is leadership. Leadership is an integral part of management and plays a vital role in managerial operation. Leadership exists in any type of organization. Companiesworldwideseemtobeseizedbyanewenthusiasmforinnovationandgrowthafter a sobering period of retrenchment and downsizings. Fast-moving technologies, rapid global expansion, shifting business models, mergers and acquisitions all hold out dazzling possibilities. But in order to capitalize on these opportunities, corporate leaders are confronting a serious need for new kinds of talent and leadership. This article presents the innovation of development of global leadership.
Description
Leadership is an integral part of management and plays a vital role in managerial operation. Leadership exists in any type of organization. If there is any single factor that differentiates between successful and unsuccessful organizations, it could be considered as dynamic and effective leadership. Early notations about leadership dealt with it almost in terms of personal abilities. Leadership is viewed as a characteristic of the individual.
Leader is one who makes his subordinates to do willingly what he wants. The efforts of subordinates are to be channelized in the right direction. As leaders, they are not only the responsible for directing their subordinates but also responsible for the attainment of goals of the organization.
Global virtual team
Virtual teams are composed of coworkers geographically and organizationally linked through telecommunications and information technologies attempting to achieve an organizational task.
The growing challenge of global leadership development
Companiesworldwideseemtobeseizedbyanewenthusiasmforinnovationandgrowthafter a sobering period of retrenchment and downsizings. Fast-moving technologies, rapid global expansion, shifting business models, mergers and acquisitions all hold out dazzling possibilities. But in order to capitalize on these opportunities, corporate leaders are confronting a serious need for new kinds of talent and leadership.
One has the sense that CEOs all over the world are emerging from strategy sessions and turning to their HR leaders with the same questions: How will we get our company from here to there? And do we have the leadership to make that transition?
The next leadership
Despite the uncertainty, most executives agreed their companies needed new leaders capable of:
Fostering growth
Being global
Thinking like the customer
Conclusion
Thus the article shows the innovation of development of global leadership. Companiesworldwideseemtobeseizedbyanewenthusiasmforinnovationandgrowthafter a sobering period of retrenchment and downsizings. Fast-moving technologies, rapid global expansion, shifting business models, mergers and acquisitions all hold out dazzling possibilities. But in order to capitalize on these opportunities, corporate leaders are confronting a serious need for new kinds of talent and leadership.
The strength and depth of the leadership talent pool is a key predictor of business success. A strong leadership pipeline requires attention to the attraction, development and retention of leaders at all levels from project team leader to general manager to top executive. Clearly the need to find and develop people who have the ability to lead in a multilingual, multicultural world is bedeviling many of the HR leaders who contributed to the discussion. This comes at a time when many organizations are still struggling to understand how their companies should operate globally.
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