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Find a video clip of a global leader exhibiting a specific competency, then define and expand on the competency and explain how you see it displayed.
Competent Leader - Steve Jobs: http://www.youtube.com/watch?v=tAdih-bnjBQ
This video clip focuses on the illustration of inspiration as a form of leadership competency in relation to global business leadership. It is ideal to note that Steve Jobs' valuable leadership traits base the video clip on an interview. The concept of inspiration enables leaders to focus on the achievement of goals and objectives through defining targets effectively and efficiently to the followers. Inspiration refers to the process of mental stimulation towards the development of the feeling for execution of creative or responsibilities within the context of an organization, society, or state. Inspiration is vital for the achievement of the common goals and targets thus realization of competitive advantage within the industry or market of operation.
The video clip expresses inspiration as vital for the modern leaders and managers. This is because leadership involves followers and leaders. The followers must have a reason to participate in the execution of the duties thus the influence of inspiration or mental stimulation. The leader must integrate experience and global expertise with the aim of inspiring employees to focus on the achievement of the target and goals at the end of the financial year. Steve Job's leadership competency contributed to the realization of the goals and objectives in relation to the operations at Apple Company. Leadership competency refers to the leadership skills and behaviors essential in the realization of supreme performance. Assessment of the leadership competency within an organization is vital towards realization or identification of the strengths and weaknesses of a leader. This is an indication that leadership competency is vital towards promotion of effectiveness and efficiency in service and product delivery thus the achievement of competitive advantage within the market or industry of operation.
In the expression of this specific or functional competency, Steve Jobs, in the video clip, demonstrates effectiveness in managing change, solving problems, making vital decision, taking risks and innovation, management of operations, and understanding or navigating business activities. This is critical towards the achievement of the goals and objectives within the market. Steve Jobs acknowledges the sense of teamwork participation in relation to operations at Apple Company in the absence of committees for the purposes of efficiency in interaction and service/product delivery. This functional or specific competency is also critical towards enhancing the level of communication, development of other employees, recognition of differences and diversity, construction and maintenance of relationships, and effective management of teams and work groups.
Steve Jobs also implements this competency of leadership in critical understanding of the stakeholders and shareholders for the purposes of maximization of the revenues and profit levels at the end of the financial year. His leadership competent is also valuable in the development of trust in relation to the employees thus the ability to work under minimal supervision without compromising the quality and quantity of output. Apple Company values implementation of teamwork for the purposes of realization of the targets and goals. Implementation of leadership competency by Steve Jobs facilitates effective and efficient management of the teams as they operate towards the achievement of the common goals and objectives. Leadership competency also relates to understanding the performance levels and capacity of the employees. This is through incorporation and management of their skills and talents in the achievement of set targets. Maximization of his leadership competent enabled Apple Company to become one of the leading global innovating firms. This is through implementation of other concepts such as motivation, relationships, and quality strategic management in accordance with the quality demands and standards within the market or industry of operation.
Consider a scenario in which you have been asked to create a global leaders development program. Present the highlights of the program and describe how the training fits into the model presented in Figure 5.2 of your text
Global Leadership Development Program
Global leader should have adequate abilities and skills in order to execute his or her duties effectively and efficiently. This indicates that the global leader must undergo sufficient training and development with the aim of overcoming hurdles and challenges in accordance with the concept of globalization. It is ideal for entities to adopt and integrate effective leadership development programs to facilitate training and development of the global leaders with the aim of executing duties and obligations in diverse environment. The global leadership development program should be structured and formal for the purposes of inclusion of customizable curriculum tracks, objective-setting instruments, international assignments, and personal evaluation or feedback.
It is ideal to note the presence of varied or diverse cultural experiences and knowledge in relation to potential global leaders. This indicates the need for adoption and incorporation of flexible curriculum tracks to facilitate accommodation of the diverse cultural experiences and knowledge by potential global leaders within the training and development program (Simmonds & Tsui 2010, p. 524). For instance, in order to enhance the development of the strong, domestic, corporate leaders without international experience, it is ideal to integrate cross-cultural sessions or operation under the influence of international coach. The achievement of this objective relates to implementation of various topics such as cultural aspects and taboos in relation to international business practices and major differences with reference to transactions around the globe. Other topics in this program should include cross-cultural communication, construction and development of mutual trust and respect, and global negotiation styles. This will focus on the transformation of the global leader to an important leader in accordance with demands of globalization.
Another aspect of the global leadership development plan is integration of interventions for the creation and modification of personal objectives, performance metrics, and action plans. This is vital for the realization of goals and objectives of curriculum customization through provision of the ability to reach three behavioral change metrics. The development program should also link the business objectives and the personal performance. Maximization of the output of objective setting process should incorporate executive mentor. In the first six months, the program should focus on the achievement of cross-cultural awareness, personal development plan, and business development plan. The subsequence 12 to 18 months should focus on cross-cultural and personal development coaching for the purposes of maximization of the available opportunities (Ghemawat 2012, p. 103).
Level One and Two Metrics
Global leadership development plan should also incorporate training intervention for implementation of measures essential in capturing personal expectations for the program and post-program evaluation. This is critical for realization of the aspects of level one 'feedback' and level two learning metrics. This will facilitate evaluation or assessment of the development program or plan for examination of its effectiveness and efficiency towards the achievement of quality global leader (Simmonds & Tsui 2010, p. 524).
Another crucial section of this development program is the selection of international assignment to facilitate the development of the global leader. This focuses on avoidance of filling vacancies in the process of selecting international assignments. This is because international assignments should relate to the individual's experience gaps or inadequacies. Other determinants in the selection of the international assignments within this global leadership development program include future leadership positions and growth potential. This relates to the establishment of the personal and business objectives for the selection of each international assignment (Ghemawat 2012, p. 106). Maximization of the benefits of this process relates to provision of country-specific expatriate programs prior to physical relocation focusing on the new assignment and working environment. This is vital for maximization of the business experience while easing international transition. Another focus of the training should include success of the entire family unit through inclusion of analysis of cross-cultural similarities and differences, family structure, identification of proper business protocol, significant features of business in a new culture, and history or geographical information.
Level Three, Four, and Five Metrics
This process relates to examination or reviewing of the progress of the leader following the achievement of the personal goals in accordance to the international assignment. Level three focuses on the personal behavioral change, level four concentrates on the revenue impact, while level five examines the ROI impact (Ghemawat 2012, p. 104). This process is vital towards realization of the goals and objectives of the global leadership development program with the purpose of achieving quality global leader. This is because of the opportunity to address challenges and shortcomings of the programs.
This global leadership development program focuses on the integration or incorporation of the components of the model of global leadership expertise development (Figure 5.2). The first aspect of the model incorporates Antecedents: individual characteristics, cultural exposure, global education, and project novelty. This associates with the customizable curriculum in this global leadership development plan focusing on the achievement of cross-cultural expertise and knowledge. The second component of the model focuses on the adoption of multiplicity experiences and encounters in the process of transformation. This also associates with the…[continue]
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