Global leadership has wide acceptance with the removal of trade barriers and countries opening their borders. The study by human resources managers shows that the development of potential leaders is a critical business skill. Researchers identify global competencies such as thinking globally and appreciating cultural diversity as the leading global leadership framework (Park et al., 2018). In the article "advances in developing human resources," authors Cumberland et al. (2016) examines several disciplines such as management and leadership as their method to identify global leadership competencies. This paper critiques Cumberland et al., (2016) article on the benefits of identifying global leadership competencies.
Contemporary Thinking
Cumberland et al. (2016) argue that leaders must assume global leadership roles with technological advances and shifts like their work. Researchers maintain that there are significant models that represent the global leadership competencies. A pyramid foundation contains personal attributes and talent that can help anyone develop expertise in an organization. The pyramid also includes observable behaviors. Knowledge and skills are an essential subject that researchers explore. They believe that information is a way to remember and assess a concept, and that skills determine the ability to carry out a particular mission. Having a common global mindset is a standard tool that researchers discuss in global leadership. They argue that a global perspective is widely accepted as it seeks openness to integrate different cultures both at the local and international levels. Global mindset requires leaders to have skills and knowledge to interpret global complexities ((Park et al., 2018).
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The article, advances in developing human resources, also discusses behavioral competencies to translate personal traits, skills, and knowledge into actions. Cumberland et al. (2016) find measurement tools that focus on measuring leaders' and followers' relationships to determine an individual's reaction when there is a cultural crush. According to the authors, there is an approach for measuring skills and behaviors directly. The method is the assessment center with designs on the organization and strategic objectives to avoid global criticism. Cumberland et al. (2016) argue that global leadership assessment is challenging because of the differences in organization strategies and situations.
Importance of global leadership
This article also highlights the importance of having a vision for leaders worldwide. One of the benefits of global leadership is that it enhances self-awareness that helps people identify their values and behaviors. Mentoring and coaching are the main avenues that the article discusses to help people become more aware of themselves. To build connections and exchange guidance via mobile and emails, Google uses global guidance programs. (Cumberland et al., 2016). The article discusses practices that strengthen world leadership, such as working abroad and foreign trade travel. They provide an example of IBM's corporate service organization initiative to enable small companies to be profitable. Individuals gain experience as a team in developing countries.
Application
Information contained in the article can help in developing strategic thinking competencies through international experiences. Adopting intercultural experiences helps in learning skills that enable someone to work effectively in different cultural environments. Applying training for other languages through education and self-training programs helps understand various cultural topics (Cumberland et al., 2016).
Conclusion
This article helps in understanding the competencies for developing global leaders. The report contains transparent methodologies that help global leadership attain its goals in an organization. However, scholars need to continue researching more on leadership competencies to help identify those competencies that work effectively. By doing so, it will help understand the needs of both local and international cultures.
References
Cumberland, D. M., Herd, A., Alagaraja, M., & Kerrick, S. A. (2016). Assessment and development of global leadership competencies in the workplace: A review of the literature. Advances in Developing Human Resources , 18 (3), 301-317.
Park, S., Jeong, S., Jang, S., Yoon, S. W., & Lim, D. H. (2018). A critical review of global leadership literature: Toward an integrative global leadership framework. Human Resource Development Review , 17 (1), 95-120.
