The importance of global leadership competency is elevating every minute. At least ten percent of the world’s GDP is contributed by international trade of commodities, services, people & finance, as per the Harvard Business Review. Moreover, there is an extremely fast-growing trend of data & information being exchanged over borders which requires hardcore human understanding in order to translate, evaluate & make use of the data. So, what I am trying to say is that global perspective & cultural competence are the two highly significant skills required for the business leaders of today.

The urgency of developing global competencies is quite evident if we refer to a study by the American Management Association, according to which the evolution of global capabilities is the top priority for almost fifty percent of the companies all around the world. Unfortunately, only 18 to 20 percent of such multinational organizations are able to meet their demand for a solid leadership pipeline to cater to their future business issues.

Now, this creates a demand for able human resources professionals with the knowledge of how companies work on global platforms in order to inculcate a culture that encourages employees to learn about the global market & apply that knowledge in their jobs. And in order to create such a breed of HR professionals, many institutes are introducing,Best HR certification courses. Which for obvious reasons are very much in demand these days.

It is a complex task for organizations to operate in multiple nations which has created a need for them to establish their global leadership development program. In this article, I am going to mention a few pointers that can help you in a wonderful way in making your global journey as smooth as possible.

1. Identify the particular global skills that your company requires

The process of developing global competency should start with you identifying the particular skills that you want your leaders to grasp. The capabilities that your employees to inherit depends on how your company functions & where it functions. The purpose and locale of your organization decide the strengths that your leaders should have, the work experience that they should hold & their motivators.

2. Outline learning along with training

After you are done identifying the particular skills & also the total population of your leaders, prepare your learning & training methods to develop those skills. While constructing global training, you need to consider lots of things like language & time zones related barriers, cultural differences, the global experience possessed by the HR professionals constructing the programs & so on.

3. Help your leaders grow their experience

When you are finished establishing the required skills in your leaders, you have to help them cultivate those skills with ongoing experience. To carry out this task, you can create virtual global groups, encourage international associations amongst collogues, provide cultural/language training, motivate your employees to keep a track of global news & so on.