Characteristics+of+a+Global+Manager

There has already been much discussion as to what characteristics and skills are required of a global manager. I thought we could use this page to create a list of the characteristics and skills we all agree global managers should have. We should also list those items that the class does not agree on, in order to foster more discussion. As the semester goes on, we can add to or change this page to reflect what we've learned.

I think that it is also important to define a global manager in this section. I found a paper at: http://www.gcbe.us/2008_OBEC/data/Belal%20Barhem,%20Hassan%20Younies.doc. I found what they say about family and life situations interesting. Their answer to who is a global manager is quoted here: "Who is a global manager? A global manager is someone who knows how to conduct and manage business across borders. The global dimensions of business and management, though pervasive, pose many complications for a national or local organization to overcome. Even high performers with proven technical skills at home may find that their styles and attitudes just do not work well overseas. __According to Ivancivich (2001) and Hebard (1996), to be an international manager one needs to have: strong technical skills, well-adjusted family situation, support of spouse, strong desire to go overseas, overseas experience, specific knowledge of overseas culture, academic standing, good language skills, knowledge of home culture, behavioral flexibility, open mind, good relational ability, and good stress management skills.__ An ability to adapt well to different business environments is a basic attribute needed by a global manager. S/he should also be able to respect different believes, solve problems quickly in new circumstances, communicate well with other people from different cultures, speaks more than one language, understands different government and political systems, conveys respect and enthusiasm when dealing with others, and possess high technical expertise for a job (Schermerhorn, and Osborn, 2003, p. 43). Another interesting question is: can women managers go global in conservative societies, such as that of the UAE? In Asia, it is more difficult for women to go global as compared to their Western counterparts (Hebard, 1996).

Multicultural workforces are also a part of the global business. Thus, a global manager should know the best way to deal with a multicultural workforce since the styles of leadership, motivation, decision making, planning, organizing, leading, and controlling vary from country to country. The challenges of managing across cultures, however, are not limited to international operations. In this connection, a new term has been coined – domestic multiculturalism, which describes cultural diversity within a given national population. A global manager needs to have the skills to deal with expatriate work assignments. Basically, s/he will have to undergo three phases of adjustment to the new country. First is the tourist stage, in which s/he enjoys discovering the new culture; second is the disillusionment stage, in which his or her mood is dampened as difficulties become more evident. Typical problems include conversing well in the local language and obtaining personal products and food supplies of preference; and third, the expatriate’s will experience the stage of culture shock. Here confusion, disorientation, and frustration in the ways of the local culture and living in the foreign environment set in." A major challenge that I see would be to walk the fine line between understanding cultural differences and accidentally stereotyping. As a manager, you must be on constant guard against the thought process of "Bob is from X, so he will be better at Y". Its imperative that one be aware of cultural differences, while still taking the time and effort to know and work with a particular persons own strengths and weaknesses.

Characteristics and Skills of a Global Manager: - Vision: ability to set the path others will follow - Teambuilder: ability create an enviroment in which people want to follow the path - Passion: strong believe in vision which infects others on team - Willingness to learn - Willingness to fail - Open mind - Confidence - Self-awareness - Communication skills - Ability to relate to others - Ability to adapt quickly - Social Intelligence - Cultural Agility - Organization Awareness - Influential - High Emotional Intelligence

In addition: -Ability to instill trust in others -Ability to motivate others -Understanding of different cultures, and willing to redefine expectations based on this knowledge - Understanding of global economies - Ability to see opportunities as they relate to the company - Able to motivate people of different cultural backgrounds that is aligned with then company's business model. An understanding of what motivates, and de-motivates, people of different backgrounds, is not enough. This needs to be coupled with an understanding of what the company's "mission" is, and what is best suited for a particular person with a particular background. -Cultural intelligence

Items still up for discussion: - Is a leader is born or made?