LEAD FPX 5210 Assessment 4 Global Leadership Development Plan LEAD-FPX5210 Leading Global and Diverse Cultures Effectiveness as a Global Leader
To be an effective global leader, several behavioral changes must take place. The first change involves getting to know each team member by understanding their cultural differences, how these differences influence their decision-making processes, and identifying ways to leverage this knowledge. By familiarizing themselves with each team member, a leader can gain insights into how their team members think, respond to stress, build trust, and communicate with others (Su, 2019). Another necessary behavioral shift for effective global leaders is the ability to recognize, learn about, and comprehend cultural differences. Leaders must understand that miscommunication can lead to misconceptions, which may create friction among teammates. As a global leader, it is their responsibility to remain open-minded and engaged to ensure successful communication wherever it may be lacking. By bridging communication gaps, leaders can foster trust and alleviate any rising animosity (Kolzow, 2014). The final behavioral shift required of a global leader is the ability to identify advantages that can be drawn from different cultures, which can positively impact the organization. For instance, during the initial phase of the pandemic, as the government began implementing plans for PPP loans for small businesses, banks needed to devise a method to accommodate the influx of potential customers. Bank of America’s global leaders recognized the need for a rapid turnaround on this project. They assigned a team comprising members from the U.S. and India to work concurrently on this initiative. Within a week, an online form portal was developed, allowing small businesses to apply for loans efficiently. By leveraging these three behaviors, leaders can utilize these techniques to assist customers during critical times (Hamm, 2015).
Two Goals
As a global leader, I must continuously seek ways to enhance my skills. The two goals I need to pursue to become a better global leader are to learn and understand how to increase my self-awareness and to develop methods for exploring cultural differences as they arise. As a leader, I must be cognizant of my strengths and weaknesses, as my behavior impacts those around me. By exploring cultural differences, I can open myself to new ideas and perspectives.
The Plan
Reflecting on the first goal, I find that to be self-aware, a global leader must understand their strengths and weaknesses, as well as recognize and adhere to their interpersonal style and behavior. They must also identify areas where changes are necessary. To determine what needs to change, a leader should immerse themselves in a new culture and assess whether they feel naturally at ease or uncomfortable. If they feel at ease, it may indicate that they are already comfortable navigating and understanding new cultures. However, if they feel uneasy, they should document their interactions and feelings, particularly if they experience culture shock. If culture shock occurs, they will need to evaluate what actions they can take to avoid similar feelings in the future. Regarding the second goal, exploring new cultures will provide opportunities to learn how to be a better leader. This will require me to dedicate time to learn about each team member’s background and upbringing while also finding ways to immerse myself in new cultures. This could involve traveling to countries that are not my own during my time off and observing how people interact and what their customs are. By bringing this knowledge back, I can better relate to my teammates and foster stronger relationships with them.
SMART
To monitor progress on the previously discussed goals, I can employ the SMART technique, as the goals are specific, measurable, attainable, realistic, and time-bound. SMART leadership involves setting goals, influencing people, building effective teams, motivating individuals, and aligning efforts toward organizational objectives (Rao, 2013). Each goal can be measured by observing how my relationships with my teammates develop. For example, I can assess my participation levels with both leaders and new team members who join my team. The time-bound aspect will indicate whether the changes and goals I implement have lasting effects.
References
Hamm, J. (2015, July 14). The five messages leaders must manage. Retrieved February 03, 2021, from https://hbr.org/2006/05/the-five-messages-leaders-must-manage