Global Leadership is the interdisciplinary study of the key elements that future leaders in all realms of the human experience should acquire to effectively familiarize themselves with the psychological, physiological, geographical, geopolitical, anthropological and sociological effects of globalization. As a result of trends, starting with colonialism and perpetuated by the increase in communication, (brought about by the internet and other forms of human interaction based on the speed of computer-mediation) a host of meaningful new concerns face mankind; consisting of but not limited to: human enterprises, international business development and design, and significant shifts in geopolitical paradigms. The talent and insight it will take leaders to successfully navigate humanity through these developments have been collectively gathered around the phenomenon of globalization.

Global Leadership competencies

Global competencies include the following.

Recognizing differences in the world based on

• Physiological factors
• Socialization
• Geographically based factors
• Anthropological factors
• Socio-economic factors
• Race, ethnicity & color
• Sex and Gender
• Physical Disability
• Religion

Using technology to make and maintain truly global connections by maintaining

• Diversity at all levels of the organization
• Multi-national corporations and subsidiaries
• Virtual workspaces and business chains
• Social Networking
• Information access and availability

Cross-cultural Competency (C3)

A set of 40 general cross-cultural learning statements (knowledge, skills, and personal characteristics) were recommended by a DoD focus group in order to foster the career development of cross-cultural competence in military and civilian personnel.

• Willingness to Engage
• Cognitive Flexibility & Openness
• Emotional Regulation
• Tolerance of Uncertainty
• Self-Efficacy
• Ethnocultural Empathy

The nine GLOBE cultural competencies are

1. Performance orientation - refers to the extent to which an organization or society encourages and rewards group members for performance improvement and excellence.
2. Assertiveness orientation - is the degree to which individuals in organizations or societies are assertive, confrontational, and aggressive in social relationships.
3. Future orientation - is the degree to which individuals in organizations or societies engage in future-oriented behaviors such as planning, investing in the future, and delaying gratification.
4. Human orientation - is the degree to which individuals in organizations or societies encourage and reward individuals for being fair, altruistic, friendly, generous, caring, and kind to others.
5. Collectivism I: Institutional collectivism - reflects the degree to which organizational and societal institutional practices encourage and reward collective distribution of resources and collective action.
6. Collectivism II: In-group collectivism - reflects the degree to which individuals express pride, loyalty and cohesiveness in their organizations or families.
7. Gender egalitarianism - is the extent to which an organization or a society minimizes gender role differences and gender discrimination.
8. Power distance - is defined as the degree to which members of an organization or society expect and agree that power should be unequally shared.
9. Uncertainty avoidance - is defined as the extent to which members of an organization or society strive to avoid uncertainty by reliance on social norms, rituals, and bureaucratic practices to alleviate the unpredictability of future events.