Developing Global Leaders

News

NEWS

1.     Growing Skills Shortage Gap in US

Filling the gap between available jobs and properly trained workers is becoming an issue in US these days. Even though managers from the IT sector are looking for trained and talented employees, few teenagers are equipped with the right skills and education to join the workforce on highly specific and technical jobs.

You can visualize this by accessing the following infographic: http://www.randstadusa.com/workforce360/workforce-insights/cause-and-effect-whats-behind-the-it-skills-gap/120

2.     What is civility and how does it help in attracting and retaining employees?

Civility stands for the organization`s level of supportiveness of its own employees. Understanding and respecting values of employees can have an impact in attracting more qualified candidates and retain current employees. Maintaining a workplace culture which is compatible with employees` needs (like collaboration, teamwork and balancing one`s career and family) can increase the perceptions of an organization`s civility.

You can read more on Cynthia Kivland`s article on Leadchangegroup.com: http://leadchangegroup.com/civility-the-new-employee-attraction-and-retention-strategy/ 

3.     Strengthening the global economy: encouraging investment in infrastructure and renewable energy

Institutional investment in long term projects, essential for sustaining a dynamic economy, is now being encouraged by G20 leaders. The OECD initiative, launched this autumn, is focused on infrastructure and renewable energy projects. Its members established a framework to set out the preconditions for the long-term investment, including specific policies such as risk characteristics, informing and education`s consumers on long-term saving, incentives for adopting long-term perspectives, etc.

You can read more on OECD`s website at the following link: http://www.oecd.org/newsroom/leaders-endorse-new-g20oecd-principles-on-long-term-investment-financing.htm

       4.  Shortage of leaders in Asia

MonpowerGroup`s 2013 Talent Shortage Survey found that Asia must prioritize developing leadership talent, especially with its current economic landscape. The survey showed, however, that the right managers and executives are hard to find. Moreover, another survey proved that most of them aren`t really prepared to address current business challenges, as they do not have the right skills and experience.

You can read  more on ManpowerGroup`s website at: http://www.prnewswire.com/news-releases/manpowergroup-asian-companies-must-prioritize-leadership-development-223393981.html

5.     North Americans lack leadership skills, compared to European and Asian leaders

A survey conducted by Conference Board and Right Management found that managers and executives in North America lack international experience, while European executives rated international assignments as top priority in leadership development, and Asian executives rated it as the second most important factor. The small percentage of cultural diversity on American organizations`  boards could have an influence on these differences, as a quarter of members from European boardrooms are from cultures other than the company`s home country.

You can read more of Briand Amble`s article on : http://www.management-issues.com/news/6749/american-executives-lack-global-leadership-skills/

6.     European Union supporting older workers: A review

“Working Longer: an EU Perspective” report is reviewing the policies in place for older workers to stay in work up to retirement age and beyond. The key challenges which need to be overcome, according to the report, are: gender equality, tackling ageism, health issues, matching supply and demand for older workers, etc.

You can read more on ILC (International Longevity Centre-UK) website, here: http://www.ilcuk.org.uk/index.php/publications/publication_details/working_longer_an_eu_perspective

7.     The essential attributes for global leadership

An extensive research including 14,000 managers across the world was presented at the 2013 HCI Global Talent Management Summit. Two key challenges to developing a global mindset were identified: global executive readiness for the company to expand and a shortage for global leadership talent, which also involved lack of intercultural skills. A specialized skill set, as presented by Jennie Walker Ph.D., Director of Global Learning and Market Development of the Najafi Global Mindset Institute at the Thunderbird School of Global Management, comprises 3 essential attributes: Global Intellectual Capital, Global Psychological Capital and Global Social Capital. 

You can read more of Daniel Fogel`s article here: http://www.hci.org/blog/2013-hci-global-talent-management-summit-part-5-essential-attributes-global-leadership