6 “Ideas Worth Spreading” on Global Leadership
About 76 percent of senior executives believe their organizations need global leadership that will lead them to greater success around the world. Unfortunately, only about 7 percent of those executives think their organizations are very effective at global leadership. That’s a huge gap that companies need to fill if they want to keep expanding across the globe.
Consider these six ideas worth spreading on global leadership types to gain insight on how you can become a better leader
You Are Clay, I Will Shape You Into Success
The coaching leadership style is a difficult line to walk. On one hand, leaders who mentor others can help improve talents that already exist in the organization. On the other hand, some people see it as annoying micromanagement.
Global leaders who like this style should focus on developing the skills of select people instead of getting involved in every person’s work.
These Goals Aren’t Impossible As Long As You Achieve Them
Pacesetting is a lot like commanding. Leaders who use the pacesetting leadership style usually have big ideas that they expect other people to meet without any failures. While it’s nice to have a leader who sets high standards, this style often becomes poisonous when people don’t have a chance to learn from mistakes.
This style often fails to acknowledge cultural differences. Leaders who want to run global organizations need to become more flexible.
This is the Vision, It’s Up to You to Make it Happen
Visionary leaders know what goals they want to reach, but they don’t always know how to get there. This can work well when the leader motivates others to accomplish difficult tasks. When not done properly, though, it can leave an organization rudderless.
This is one of those styles that often works best when combined with others.
It’s My Way Or the Highway
CEOs with commanding leadership styles want people to do things in specific ways, and they don’t want their authority questioned. When their underlings don’t follow orders, they could get kicked out of the organization or dressed down in front of their coworkers.
This is often cited as one of the least effective leadership styles, especially for global companies that need to remain sensitive to cultural differences. Then again, Steve Jobs’ management style fit this category, and he built one of the world’s top technology companies.
This approach can work well for the right people. If you aren’t a genius like Jobs, though, you should probably find a different way to lead.
First Let Me Consult My Staff
The democratic leadership style puts trust in the talents of others. Global leaders should understand that they don’t have all of the answers they need. Instead of ignoring this reality and making unreasonable demands, they can tap the talents of colleagues to build competitive global organizations. It’s more like the Bill Gates approach.
Think about it this way, President Obama has aides for practically any subject that could affect the world. He knows that he can’t know everything. Instead, he takes advice from his aides and uses that information to make a decision. If you have an MPA degree, you’ve probably already seen how democratic leadership works well in a variety of circumstances, as it is commonly used in government.
First Let Me Consult My Peers and Mentors
An affiliative leadership style can look similar to the democratic style because they both rely on the talents of other people. Affiliative leadership, however, focuses on building useful connections within organizations. When done well, this can boost morale, make workers happier, and increase productivity.
It’s a great idea that can work wonders in dysfunctional organizations, but global leaders should use it in conjunction with other styles. If they don’t, then they aren’t really working as leaders. That could make the organization spin out of control.
Which of these styles sounds most like yours? Do you think it will make you a global leader or hold you back from reaching your goals?