The document discusses the key competencies needed for developing a global presence, as presented by a group of students. It identifies five main competencies: training and development, thinking global and acting local, communication and transparency, being adaptable and flexible, and having industry insight. Examples of how different companies implement these competencies are provided. The presentation concludes that analyzing global companies from various industries and considering future trends can help companies build successful global leadership.

1. RESOURCES/COMPETENCIES
NEEDED FOR DEVELOPING A
GLOBAL PRESENCE
1
Global Leadership
Presentation by Kristian Moeller, Mike
Rodriguez, Cheryl Paradise, George
Leo & Carolina Torres-Mardini
Instructor: Ryan Gunhold

2. GLOBAL PRESENCE &
GLOBAL BUSINESS
2
Companies researched for positives and
negatives, global competencies:
 AirBnB (Online)
 Tesco (Retail)
 Comcast (Telecommunications)
 Alaska Airlines (Airline)
 Volkswagen (Automotive)

3. GLOBAL
COMPETENCIES
3
 Training & Development
 Think Global, Act Local
 Communication & Transparency
 Flexible/Adaptable
 Industry Insight
 Combined information from the five companies
and competencies to create a model for the
best global practices.
 The presentation will guide you through how
to put these global competencies to practice
in your company.

4. 4
“We have a training
period; we have certain
guidelines and structure.
You can’t hire talented
people and stifle them.
That’s not the way it
works anymore”.
- Todd English

5. 5
 If your business isn't learning, then you're
going to fall behind.
 Business learns as its people learn.
 Your employees are the ones that produce,
refine, protect, deliver and manage your
products or services every day, year in, year
out.
 With the rapid pace and international reach
of the 21st century marketplace, learning is
critical to business continued success
 Improves employee satisfaction and retention.
TRAINING &
DEVELOPMENT“The only thing worse than training employees and loosing them is to not
train them and keep them”
- Zig Ziglar

6. HOW IT IS DONE
6
 In house
 Off site
 Coaching
 Web training
 Intranet
 Feedback tools
Training & Development

7. RECRUITMENT &
SELECTION
7
Potential
for
success
Culture Fit
Knowledge
Skills
Abilities
Attributes
for Success
Opportunity
for Career
Growth
Value
Proposition
Training & Development

8. THINK GLOBAL, ACT
LOCAL
8

9. THINK GLOBAL, ACT
LOCAL
9
 Considering problem in a
global scale and deal
with it locally.
 It started in 1960.
 Trends : Markets are
global. Resources are
also global.
 Core Tasks: Connecting,
Creating, and
Contributing

10. 10
 Global mindset: ability to
handle and think from
different point of views.
 Connect with individuals and
organization across
boundaries.
 Personal, Business, and
National level.
 Using diversity to create
opportunity and competitive
advantage.
 Broaden your vision, yet
narrow your focus.
THINK GLOBAL,
ACT LOCAL

11. COMMUNICATION &
TRANSPARENCY
11

12. COMMUNICATION &
TRANSPARENCY
12
 When leaders are
transparent …
 Faster solutions to
problems
 Team communication is
more effective
 People know each
other better
 Employees trust their
leaders
 Improve the
performance of the
team

13. COMMUNICATION &
TRANSPARENCY
Social Business (social media)
13
ExternalInternal
 Actionable, data-
driven findings that
create business value
 Collect, Connect,
Manage, Analyze and
Discover

14. COMMUNICATION &
TRANSPARENCY
14
 Interaction with
group outside and
inside.
 Use of networking
platforms.
 Social Networks
 Shared Workspaces
 Blogs and Wikis
 Social Commerce
 File Sharing
 Social Marketing
 Communities
Application of Social Business:

15. Networking platforms.
Communication & Transparency
15

16. INTERNET SERVICE AND
COMMUNICATION TOOLS
16
MAJOR INTERNET SERVICES
Capability Functions Supported
E-mail Person-to-Person messaging; document sharing
Chatting and instant messaging Interactive conversations
Newsgroups Discussion groups on electronic bulletin boards
Telnet Logging on to one computer system and doing work on another
File Transfer Protocol (FTP) Transferring files from computer to computer
World Wide Web Retrieving, formatting, and displaying information (including
text, audio, graphics, and video) using hypertext links
Source: Laudon, K., & Laudon, J. (2014)
Communication & Transparency

17. COMMUNICATION AND
TRANSPARENCY
17
 Cultural dialogue
 Business etiquette
 Public Relations
 Customer
relationships
 Communication
with channels
 Promotional
literature
ExternalInternal

18. ADAPTABLE/
FLEXIBLE
Adaptable -
Responding
effectively to change.
Flexible - Willing to
change or to try
different things.
18

19. ADAPTABLE/
FLEXIBLE
 A highly sought out characteristic that enables leaders and
followers to move with and not against constant changes in
the global work environment.
 Leaders & followers need to be mindful, to make a concerted
effort to understand different cultures, customs, and people of
different background.
 This willingness to get out of one’s comfort zone, and learn
continuously as a way of adapting to changed surroundings,
marks a key difference between successful and unsuccessful
leaders/followers (Martinuzzi, n.d.).
19

20. ADAPTABLE/
FLEXIBLEKeys for successful leaders/followers to adaptable/flexible
leadership
 Analysis's the environment in order to adapt appropriately
 Gives the changes a chance to work before recommending
solutions
 Allows others the opportunity to shine and gives credit where
credit is do
 Empowers others to take chances, advocates for others, and
communicates in a candid and direct manner
 Builds bridges and connections with everyone within the
organization
20

21. 21

22. EMPHASIZE
ON THE
COMMUNITY
Corporate Social Responsibility
22
Industry Insight

23. BIG DATA
Analyze your data and recognize relationships
23
 Actionable, data-
driven findings that
create business value
 Collect, Connect,
Manage, Analyze and
Discover
Industry Insight

24. 24

25. INDUSTRY INSIGHT
(CONT.)
25
 Connect with your
target market
– Global culture
– Deliver unique
value
 International rules
and regulations
Knowledge is power

26. LET’S RECAP….
Training &
Development
Think Global, Act
Local
Communication &
Transparency
Adaptable/Flexible
Industry Insight
Successful
Global
Leadership
26

27. CONCLUSION
27
 Analyze global companies for global
leadership capabilities
 Capture a diversity of industries
 Emphasizing future trends that shape global
business

28. RESOURCES
28
 Sarvadi, P. (2005). The Importance of Employee Development. Retrieved from
http://www.entrepreneur.com/article/77678
 Cabrera, Angel. (2012). What Being Global Really Means. Harvard Business
Review. Retrieved from https://hbr.org/2012/04/what-being-global-really-means
 Khattab, Hussam. (2013). Think Global, Act Local. Leaders Outlook. Retrieved
from http://www.leadersoutlook.com/Article.aspx?id=1578&lang=en
 Pinto, Jim. (2004). Think Globally, Act Locally. Automation World. Retrieved
from www.jimpinto.com/writings/global1.html
 Laudon, K., & Laudon, J. (2014), Management information system: Managing the
digital firms (13 ed.). New Jersey: Pearson Education.
 Northouse, G. Peter (2013). Leadership: theory and practice - 6th ed. Sage P
 Martinuzz, Bruna, n.d. The Agile Leader: Adaptability. Retrieved from
http://www.mindtools.com/pages/article/newLDR_49.htm
 Irfan Kamal. (2012). Metrics are Easy; Insights is Hard. Harvard Business review.
Retrieved from https://hbr.org/2012/09/metrics-are-easy-insights-are-hard
 Understanding the Importance of Culture in Global Business. (2012). Oracle.
Retrieved from
http://www.oracle.com/us/corporate/profit/archives/opinion/050312-dhummel-
1614961.html