Description
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Overview
Prepare a 12–15-slide PowerPoint presentation that analyzes the characteristics and responsibilities of global leaders, analyzes the importance of cultural intelligence in effective leadership, and analyzes strategies for ongoing professional leadership development.Note: Creating a global leadership development plan requires specific thought processes. The assessments in this course are presented in a specific sequence and must be completed in order.SHOW MORE
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Questions to Consider
As you prepare to complete this assessment, you may want to think about other related issues to deepen your understanding or broaden your viewpoint. You are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community. Note that these questions are for your own development and exploration and do not need to be completed or submitted as part of your assessment.SHOW MORE
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Resources
Required Resources
The following resources are required to complete the assessment.
Leadership Tool
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Assessment Instructions
In today’s complex and highly competitive global business environment, companies want to know that new executive hires (at all levels) will not be complacent within their position in the company and will proactively engage in leadership development.
Preparation
For this assignment, imagine that you have been recruited for a mid-level leadership position within a global organization. You have been through three rounds of intense interviews and have been invited back to make a last presentation to senior executive leadership. You have been directed to present your plan for ongoing leadership development. You must prepare a PowerPoint presentation and be prepared to talk about it for approximately 15–20 minutes.Please complete the Global Leadership Inventory linked in the Required Resources section of this assessment. The results will figure into your work in this assessment. You may also opt to take any of the free, online leadership assessments linked in the Suggested Resources section. These assessments may help clarify your leadership strengths.Research the characteristics and traits of highly effective global leaders, as well as ways and opportunities to improve your own leadership skills.Through the assessments in this course, you have read about leadership theories and models, and completed assessments that were designed to help you understand the skills and competencies needed to become an effective global leader. You should be well-prepared to complete this assessment.As you prepare your global leadership development plan, consider that the best leadership development plans do not focus only on areas of weakness, but also incorporate strategies for increasing areas of strength. In this way, you can highlight your current and future value for any global organization.
Requirements
Create a PowerPoint presentation of 12–15 slides that clearly demonstrate your knowledge of the traits and characteristics of effective global leaders, and which outlines your plan for ongoing leadership development. Please use the speaker notes area of each slide to expand on your talking points.
- A title slide that includes your name, the course number, and the assignment title.
- An Introduction that analyzes the characteristics and responsibilities of effective global leaders.
- In 1–2 slides, reflect on what it means to be an effective global leader. (This may come primarily from Assessment 1, but also from other Assessments.)
- In 1–2 slides, explain how the global leadership concerns for the future impact you personally. (From Assessments 2, 3, and 4.)
- Personal Leadership Competency.
- In 3–4 slides, analyze your personal level of leadership competency.
- Use the results from the Global Leadership Inventory (linked in the Resources activity) and any of the suggested self-assessments you took.
- Link in Assessment 2 and Gardner’s Five Minds.
- Identify your strengths and areas for improvement.
- In 3–4 slides, analyze your personal level of leadership competency.
- Global Leadership Development.
- In 3–4 slides, analyze strategies and best practices for ongoing global leadership development.
- Outline your actual leadership development plan to improve your competencies.
- Explain how you plan to continue your leadership development.
- Explain the types of training and development activities that will help you improve.
- In 3–4 slides, analyze strategies and best practices for ongoing global leadership development.
- Conclusion.
- Reference slide that includes at least 10 resources. Follow APA guidelines for all citations and references.
Throughout your presentation, be sure to use the leadership theories and models that have been discussed in this course to support your statements about and strategies for being a global leader.In addition, the speaker notes should contain 50–75 words per slide.Be sure the design and layout of your PowerPoint reflects your target audience.
Additional Requirements
- Include a title slide and reference slide.
- Number of slides: 12–15 not including title slide and reference slide.
- Number of resources: at least 10.
- APA format for citations and references.
- Appropriate use of speaker notes.
Dissatisfied
Neither Satisfied nor
Dissatisfied
Satisfied
Highly Satisfied
No Information
Global Leadership Inventory
1. Recognizes the impact of globalization on our
business
1
2
3
4
5
N
2. Demonstrates the adaptability required to
succeed in a global environment
1
2
3
4
5
N
3. Strives to gain the variety of experiences
needed to conduct global business
1
2
3
4
5
N
4. Makes decisions that incorporate global
considerations
1
2
3
4
5
N
5. Helps others understand the impact of
globalization
1
2
3
4
5
N
6. Embraces the value of diversity in people
(including culture, race, sex or age)
1
2
3
4
5
N
7. Effectively motivates people from different
cultures or backgrounds
1
2
3
4
5
N
8. Recognizes the value of diverse views and
opinions
1
2
3
4
5
N
9. Helps others appreciate the value of diversity
1
2
3
4
5
N
10. Actively expands her/his knowledge of other
cultures (through interactions, language study,
travel, etc.)
1
2
3
4
5
N
Thinking Globally
Appreciating Diversity
Highly Dissastisfied
Dissatisfied
Neither Satisfied nor
Dissatisfied
Satisfied
Highly Satisfied
No Information
11. Strives to acquire the technological knowledge
needed to succeed in tomorrow’s world
1
2
3
4
5
N
12. Successfully recruits people with needed
technological expertise
1
2
3
4
5
N
13. Effectively manages the use of technology
to increase productivity
1
2
3
4
5
N
14. Treats co-workers as partners, not competitors 1
2
3
4
5
N
15. Unites his/her organization into an effective
team
1
2
3
4
5
N
16. Builds effective partnerships across the
company
1
2
3
4
5
N
17. Discourages destructive comments about
other people or groups
1
2
3
4
5
N
18. Builds effective alliances with other
organizations
1
2
3
4
5
N
19. Creates a network of relationship that help
to get things done
1
2
3
4
5
N
20. Willingly shares leadership with business
partners
1
2
3
4
5
N
21. Defers to others when they have more
expertise
1
2
3
4
5
N
22. Strives to arrive at an outcome with others
(as opposed to for others)
1
2
3
4
5
N
23. Creates an environment where people focus
on the larger good (avoids sub-optimization
or “turfism”)
1
2
3
4
5
N
Developing Technological Savvy
Building Partnerships
Sharing Leadership
Highly Dissastisfied
Dissatisfied
Neither Satisfied nor
Dissatisfied
Satisfied
Highly Satisfied
No Information
1
2
3
4
5
N
25. Effectively involves people in decision-making 1
2
3
4
5
N
26. Inspires people to commit to achieving the
vision
1
2
3
4
5
N
27. Develops an effective strategy to achieve the
vision
1
2
3
4
5
N
28. Clearly identifies priorities
1
2
3
4
5
N
29. Consistently treats people with respect and
dignity
1
2
3
4
5
N
30. Asks people what they need to do their work
better
1
2
3
4
5
N
31. Ensures that people receive the training they
need to succeed
1
2
3
4
5
N
32. Provides effective coaching
1
2
3
4
5
N
33. Provides developmental feedback in a timely
manner
1
2
3
4
5
N
34. Provides effective recognition for others’
achievements
1
2
3
4
5
N
35. Builds people’s confidence
1
2
3
4
5
N
36. Takes risks in letting others make decisions
1
2
3
4
5
N
37. Gives people the freedom they need to do
their job well
1
2
3
4
5
N
38. Trusts people enough to let go (avoids micro
management)
1
2
3
4
5
N
Creating a Shared Vision
24. Creates and communicates a clear vision for
our organization
Developing People
Empowering People
Highly Dissastisfied
Dissatisfied
Neither Satisfied nor
Dissatisfied
Satisfied
Highly Satisfied
No Information
39. Deeply understands her/his own strengths
and weaknesses
1
2
3
4
5
N
40. Invests in ongoing personal development
1
2
3
4
5
N
41. Involves people who have strengths that
he/she does not possess
1
2
3
4
5
N
42. Demonstrates effective emotional responses
in a variety of situations
1
2
3
4
5
N
43. Demonstrates self-confidence as a leader
1
2
3
4
5
N
44. Asks people what he/she can do to improve
1
2
3
4
5
N
45. Genuinely listens to others
1
2
3
4
5
N
46. Accepts constructive feedback in a positive
manner (avoids defensiveness)
1
2
3
4
5
N
47. Strives to understand the other person’s
frame of reference
1
2
3
4
5
N
48. Encourages people to challenge the status
quo
1
2
3
4
5
N
1
2
3
4
5
N
50. Ensures that the highest standards for ethical
behavior are practiced throughout the
organization
1
2
3
4
5
N
51. Avoids political or self-serving behavior
1
2
3
4
5
N
52. Courageously “stands up” for what she/he
believes in
1
2
3
4
5
N
53. Is a role model for living our organization’s
values (leads by example)
1
2
3
4
5
N
Achieving Personal Mastery
Encouraging Constructive Dialogue
Demonstrates Integrity
49. Demonstrates honest, ethical behavior in
all interactions
Highly Dissastisfied
Dissatisfied
Neither Satisfied nor
Dissatisfied
Satisfied
Highly Satisfied
No Information
54. Sees change as an opportunity, not a
problem
1
2
3
4
5
N
55. Challenges the system when change is
needed
1
2
3
4
5
N
56. Thrives in ambiguous situations
(demonstrates flexibility when needed)
1
2
3
4
5
N
57. Encourages creativity and innovation in
others
1
2
3
4
5
N
58. Effectively translates creative ideas into
business results
1
2
3
4
5
N
59. Invests in learning about future trends
1
2
3
4
5
N
60. Effectively anticipates future opportunities
1
2
3
4
5
N
61. Inspires people to focus on future
opportunities (not just present objectives)
1
2
3
4
5
N
62. Develops ideas to meet the needs of the
new environment
1
2
3
4
5
N
63. Inspires people to achieve high levels of
customer satisfaction
1
2
3
4
5
N
64. Views business processes from the ultimate
customer perspective (has an “end to end”
perspective.
1
2
3
4
5
N
65. Regularly solicits input from customers
1
2
3
4
5
N
66. Consistently delivers on commitments
to customers
1
2
3
4
5
N
Leading Change
Anticipating Opportunities
Ensuring Customer Satisfaction
67. Understands the competitive options
available to her/his customers
Highly Dissastisfied
Dissatisfied
Neither Satisfied nor
Dissatisfied
Satisfied
Highly Satisfied
No Information
68. Communicates a positive, “can do” sense of
urgency toward getting the job done
1
2
3
4
5
N
69. Holds people accountable for their results
1
2
3
4
5
N
70. Successfully eliminates waste and unneeded
cost
1
2
3
4
5
N
71. Provides products/services that help our
company have a clear competitive advantage
1
2
3
4
5
N
72. Achieves results that lead to long-term
shareholder value
1
2
3
4
5
N
Maintaining a Competitive Advantage
Written Comments
What are your strengths? Or if you are evaluating someone, what does this person do
that you particularly appreciate? (Please list two or three specific items.)
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What specifically might you do to be more effective? Or if evaluating someone, what
suggestions would you have for this person on how she or he could become even
more effective? (Please list two or three specific items.)
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Additional comments:
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Licensed under a Creative Commons Attribution 3.0 License.
Goldsmith, M., Greenberg, C. L. , Robertson, A. & Hu-Chan, M. (2003). Global leadership: The next
generation. Prentice Hall.
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