Best Practices General

Finding a Multicultural Leader

One of the advantages in offshoring is the money that firms save in terms of operations and hiring. On the other hand, one of the disadvantages mentioned in offshoring is the culture gap that the firm and their employees experience in this kind of business strategy. The best way to turn this disadvantage into an advantage is to pick an IT leader that is able to understand the culture of both worlds.

In the article entitled, Casting Call for Global Talent, it talks about how firms could choose the best leader in this kind of situation. Most of the time, firms determine the leaders for this kind of business strategy based on the common characteristics needed for a leadership position. Firms need to understand that in this case, they should consider culture awareness of a person because it is one of the big hindrance in establishing a peaceful relationship in offshoring.

In this case, people that were born in the said offshoring destinations but are also aware of Western customs are the best likely candidate for the job. As mentioned in the article, expatriates that are willing to go back to their place of origin are the best ones for the position. In this way, they would be able to understand the thoughts of the employees in the offshoring destination and at the same time understand and meet the demands of the Western firm. The candidates for the said job needs to have experienced the culture of both world because in this way, the person would be a more well-rounded one because of its ability to balance the ideals between the two.

Aside from that, the article also mentioned that as early as possible, firms need to invest in these kinds of people because these people would become useful in terms of their outsourcing plan. This kind of strategy is currently practiced at ING North America Insurance Corp. in Atlanta. Jairo Orea, head of regional enterprise information integration described their recruitment process of such people stating that: We start a selection process by looking at a talent pool of individuals identified as high performers and screen their current and past performance, looking for early leadership indicators.

The article also included the 7 most effective ways in the development of a global leader. This was based on the survey done on 81 corporations worldwide by The Conference Board Inc. last December 2005.

    Effective Methods for Global Leaders

  1. Longer-term international assignments
  2. International cross-functional team participation
  3. Internal management/executive development programs
  4. Developing global management teams
  5. Mentoring and/or coaching
  6. International leader development centers
  7. 360-degree feedback

Thoughts and Insights

Being a leader is already a tough job and being a global leader is twice more than what a normal leader is doing. Being a global leader is a tough job because it means that you have to deal with different people from different culture. Aside from that, you still have to implement policies and regulations that the firm follows. Not every rule is applicable in every culture because there are a lot of factors needed to consider before stating that the rules are effective. In this case, rearing a global leader means that these firms should be able to adapt in the different changes and also needs to easily get along with others because these basic skills are needed in order to be an effective global leader.

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