The 7 Keys to High-Impact, Global Leadership Development Programs

Wednesday, October 10, 2012 | Category :

By Rommin Adl

Rommin Adl Photo

Globalization presents tremendous opportunities as well as increasing complexity for leaders in large organizations. Navigating complex networks, managing dispersed and diverse teams, and consistently implementing a global company strategy all pose unparalleled challenges. To succeed in this new world, a consistent approach to developing leaders globally is critical to effective execution of the company strategy.

To drive growth and sustain a competitive advantage, organizations are discovering the value of deploying consistent, global leadership development programs. In a recent survey, 63 percent of the high-performing companies that responded have introduced consistent leadership programs for all regions, a five percent increase from 2011.

However, implementing global leadership development brings a unique set of challenges. Each geography has its own unique cultural norms and nuances. Not all methodologies connect with all audiences. Dispersed locations challenge alignment and coordination.

Based on more than 25 years of experience working with world-class organizations on strategic initiatives, we have identified seven principles for successful global leadership development programs:

  1. Engage key stakeholders across various regions in the development and deployment processes to build global alignment around the leadership development initiative
  2. Link the learning initiative to the company’s enterprise-wide strategy as well as individual business unit and regional objectives to effectively develop the capabilities that will drive strategy execution
  3. Customize the learning so that it is consistently deployed across the global organization while allowing for localization as needed
  4. Involve a global footprint of high-quality instructors who can deliver in both English and the local language
  5. Recognition that the development of leaders is not a one-time event, but achieved over time through blended activities designed to prime, build and sustain capability
  6. Leverage high-impact learning modalities, including business simulations and other experiential learning approaches, that consistently work across cultures
  7. Focus on continuous improvement and a results measurement process to ensure return on the training investment

The unique challenges of global corporations demand a better way of developing capability across geographies. Moving from the traditional approach, global leadership development maintains quality across all regions; delivers cost savings by managing one partner rather than a network of leadership suppliers; and delivers consistent and stronger leadership. The results are measurable illustrated in everything from revenue growth to employee engagement.

Read the full article, here.


About the Author: Rommin Adl is an Executive Vice President at BTS.


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