Navigating Global Leadership: Talent Management Challenges and Future Perspectives - Free Paper

Introduction

Global leadership that aligns with intercultural education and understanding continues to bring about a shift in political tides and the global economy. This aspect calls for global leaders to navigate the complexities that come about with top talent recruitment, management practices, and organizational culture. The global mindset for leaders keeps changing and tries to be effective such that it paves the way for the future needs of people and organizations (Earley & Peterson, 2004). The managers of global companies act as the control systems to direct the operations of the organizations productively. According to Javidan and Walker (2012), there is a need for leaders to keep adapting to the complexities that come over time. For instance, Bill Gates states that it is amazing how the work-from-home aspect has been effective, and he hopes that the same culture will continue even after the pandemic. It means different there is a need to adapt to changes that arise in given situations. The leadership and control systems define the various ways that global perspectives are run now and will be in the future. This paper discusses the company leadership aspect in today's world and the future.

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Company Leadership

Global talent management is a leadership aspect that should be embraced for a consistent culture and strategy. Building and nurturing talent is one of the biggest challenges that face companies. Managing global talent issues ensures there is a proper adjustment to the shifting workforce and demographics. Global companies are supposed to be vigilant and realistic when recruiting, developing, and deploying the right people to execute their leadership practices. As such, different principles have been proven to be effective in global management leadership. These include alignment with strategy, internal consistency, cultural embeddedness, management involvement, the balance of local and global needs, and the application of differentiation as employer branding (Stahl et al., 2016).

Global leadership calls for a convergence of practices where the HR management systems are supposed to function together so that they can align with various strategic objectives and cultures, and for them to be more and more sophisticated. Various companies compete for the same pool of talent, hence leading to greater global integration. However, it is established that corporations that function globally excel in retaining a competitive edge regarding value systems and leadership philosophy (Stahl et al., 2016). In recent times, many companies have used the organizational control system through culture. The company managers have allowed the work-from-home culture to ensure that the organization's businesses are going on as usual to meet the desired goals. However, many people have not taken this culture-positive because it involves many challenges that interfere with the proper working on the side of the employees who work from home. Taking care of the children and house chores is not easy to do and delivering the office work as expected. Therefore, this system can only be utilized due to the pandemic's challenge to ensure that business activities do not shut down, but it is not an efficient way of working.

Leadership is the company's capacity to send and achieve challenging goals, take quick and decisive action when required, inspire others, especially the team, and show the team the correct path of doing things (Daft, 2018). This integration of people from different backgrounds can, therefore, create leadership challenges in any organization. There are several leadership challenges; one of them is leading a team (Nielsen, 2017). Nevertheless, it ensures that leadership at various levels in organizations has to be vigilant in ensuring that they deal with the daily issues that they face. In modern times, most of these problems have been digitized and can be solved differently from previous times. For instance, through leadership, the leaders set the use of the Gantt chart to avoid delaying tasks. Through the use of the Gantt chart, the organization can ensure that there are no overdue tasks.

Global Leadership

Global leadership and management need to provide direction to the team members CITATION Ric18 \l 1033 (Daft, 2018). Through leadership, there are compelling visions of the future, which enable the leaders to handle the challenges involved in management. Here, the team members adhere to a series of instructions and act as they are compelled; this helps ensure no overdue tasks are assigned to the followers to perform. The focus of leaders is mainly on meeting goals and accomplishing objectives within a specified period. They describe every individual's defined roles in the team and equip them with specific tools and other resources needed to perform the task. The leader upholds a formal position of authority, critical monitoring of performance, and rewards the outstanding employees in their work as motivation. An example of a leader using this type of leadership is Bill Gates, the technological giant Microsoft co-founder. The leadership style relies heavily on strict regulation of the company's production process to be of high quality. He picked competent (hard-working and dedicated) employees to perform the production tasks of Microsoft products.

Through the use of global corporate strategies, leaders provide learning opportunities where the followers can expand their minds and assume responsibility for their actions in an organization. This will ensure that the team members (followers) do not waste their time; thus, they can complete their projects. Leadership can be learned; this shows that leadership skills can be acquired from someone or somewhere. Sometimes the learning of the skills can be attained through practice that is through experience. Global leadership creates a vision and strategy for meeting the vision.

Future Leadership

Leadership keeps evolving, and soon new ways of management will have to be adopted. Social media is a global factor that has enabled and made global leadership much easier to execute. It acts as an enabler as it provides more immediate, broader, and richer conversations for the exchange of perceptions, insights, and multi-directional conversation. Social media has given a more convenient and reliable way for global leaders can express themselves and reach a far wider audience. Some of the applications, such as Twitter and Facebook, ensure that messages and information from global leaders are easily spread through retweets and shares.

Gender roles in leadership are gaining more recognition, and women are becoming more involved in global leadership. Also, increased prosperity, education, and urbanization play a vital role in ensuring there is much equality regarding gender balance that the world needs in leadership (Stahl et al., 2016). These changes in the trend are becoming more obvious and preserved through different methods that have been found to be effective, especially when dealing with women and anybody who needs to be allowed to know there are not many differences when dealing with both genders in global leadership.

The effectiveness of global leadership is fueled by various things that make it successful. There is optimism and self-confidence; the delay in project delivery reduces the chances of optimism and self-confidence. By definition, optimism is the tendency to see the positive side of the expected results from the leadership. With the projects being late (overdue), leaders lack optimism, and self-confidence when it comes to timely delivery of projects. In the same chapter, there is honesty and integrity, and the followers should have lots of these traits, which makes leaders trust them. When the project is given within a stipulated deadline, and the followers agree to complete it within the given time, they should be up to their word. However this has not been true as most team members agree to work within the given deadline, but they end up having overdue projects (Stahl et al., 2016). Lack of honesty and integrity can result in the proper management of any given firm. Honesty is so significant since leaders deal with so many issues and followers; thus, when a follower agrees to handle a project, they need to handle the project within the agreed timeline. This will help improve the followers' integrity and help reduce the challenges of leadership in an organization. When most of the followers are honest, there will be higher self-confidence in the leaders.

Conclusion

In summary, global leadership is very challenging. It is faced with various occasions that need progressive analysis; thus, as a leader, it is better to create a strategy for dealing with the challenge and making the system work as planned. In management, in most cases, leaders face challenges such as training and recruiting global talent. The team members have to function as a unit for the success of global corporations. In most cases, it only calls for vigilance and unity among global leaders to ensure success in whatever they want to achieve from a worldwide perspective. Leadership skills are essential in organizations since they help in building a strong team within the firm and ensure the targeted goals are achieved within the given schedule. When one employs these leadership skills, a good working environment is achieved, and the engagement of employees becomes better; thus, better results are realized. The right leadership inspires others to apply positive leadership characteristics at work. Leadership skills in the working environment include integrity, decisiveness, team building, problem-solving, ability to mentor, and dependability.

References

Christfort, K. (2017). The power of business chemistry. Hawaii: Deloitte LLP.

Daft, R. (2018). Leadership experience. HUll: Cengage Learning.

Earley, P., & Peterson, R. (2004). The Elusive Cultural Chameleon: Cultural Intelligence as a New Approach to Intercultural Training for the Global Manager. Academy Of Management Learning & Education, 3(1), 100-115. https://doi.org/10.5465/amle.2004.12436826

Javidan, M., & Walker, J. (2012). (PDF) A whole new global mindset for leadership. ResearchGate. Retrieved from https://www.researchgate.net/publication/288959604_A_whole_new_global_mindset_for_leadership.

Nielsen, R. (2017). Global Mindset in Context: Middle Manager Microfoundations of Strategic Global Mindset. Academy Of Management Proceedings, 2017(1), 11939. https://doi.org/10.5465/ambpp.2017.11939abstract

Stahl, G., Bjorkman, I., Farndale, E., Morris, S., Paawe, J., & Stiles, P. et al. (2016). Six principles of effective global talent management. IEEE Engineering Management Review, 44(3), 112-119. https://doi.org/10.1109/emr.2016.7559058