Mother’s Day:The Right Model for Today’s Generation

MOTHERS-diverse

Line of multi-ethnic mothers holding their babies

Here’s a tribute to all good mothers this month! I want to especially thank my mother, Annette Green Elias, and my wife, Estraletta Andrews Green, for being two godly women in my life.  [I want to share an excerpt from one of my 2012 columns.]

With the media bombards us with unrealistic expectations for mothers, it is any wonder that today’s mothers feel under huge pressures to be perfect. Stay-at-home mothers feel  guilt of not provides financially as it takes two people to make ends meet. Working mothers feel the guilt of attempting to balance a career and a family at the same time. Any person worth any salt would recognize that mothers are often the glue that holds families together.   Continue reading

Job Strategies for Professionals

depression-business-women

Are you fearful about your career future? Good people can’t find jobs. College graduates are losing Hope. Our world is filled with uncertainty. My co-author William Bailey and I wrote our latest book, Job Strategies for the 21st Century: How to Assist Today’s College Students during Economic Turbulence.  Through our research, we found that there is a huge disconnect between what organizations are looking for in potential employees, and what today’s job seeker are providing. I will share some of the key insights from our undertaking. Continue reading

Leading Change in a Global Environment

Change-agent

Global affairs are often unstable. This month, Japanese stock market falters again, capping its worst single-week performance since the global financial crisis in 2008. Japan is not alone in its underperforming markets. Yet, globalization has connected countries through various elements. Financial markets are not an exception. This article explores issues of change in a global environment and discusses the merits of change agents in today’s organizations. Continue reading

Authentic Leadership in a Global Environment

dishonest -fingers cross-managers

Today’s employees expect managers to model corporate values. Sadly, some managers do not take this invisible code seriously.  Hypocrisy is the rule of the day. When I was sitting in my Sunday lecture, the instructor brought home what it meant to be hypocritical when discussing Jesus’ interaction with the leaders of his time, The Pharisees. Jesus openly criticized their actions to his followers in Matthew 23:2: “Therefore, whatever they [Pharisees] tell you to observe, that observe and do, but do not do their works. For they speak, but do nothing. They fasten heavy loads that are hard to carry and lay them on men’s shoulders, but they themselves will not move them with their finger.” Sadly, many workers face some less than genuine managers that fail to inspire them for greater performance.  In this post, we will examine the concept of authentic leadership in today’s society. Continue reading

All I Want for Christmas Is You: Understanding the Nature of Good Relationships

Mariah Carey

Helen was a highly successful career woman. Her star shined bright in her corporation. Yet, in spite of these corporate accomplishments, Helen had no meaningful relationships. Her husband was distanced due to Helen’s businesslike approaches to her. Helen’s three children resent her because she was emotional absent in their lives. On the dark days when Helen was alone and uninterrupted, she longed for more meaningful relationships.

During a Christmas banquet, Pastor Nathan Wilson was the keynote speaker and led a lively topic on All I Want for Christmas Is You. In his speech, Pastor Wilson harked on the true meaning of Christmas as the birth of Jesus Christmas instead of the commercialization of the holidays. Continue reading

Showing a Spirit of Gratitude

Has our society forgotten how to be appreciative?  Many people are too busy running the rat race to say, “Thank you.”  I remember sitting in a Sunday school class of young students during my college experience at Southern University.  One student was saying how ungrateful he had been toward his parents.  I also felt guilty.  My parents bought me my first car while I was in high school; most students did not have cars.  I had envisioned receiving a brand new car.  Well, I did not.

I got an old 1973 Dodge Charger.  I was disappointed.  But, I ended up falling in love with that old car which I later called “The New Wave Cruisemobile.”  My car was far more dependable than most automobiles.  I remember never having said “Thank you” for my car – I had also taken my parents for granted.  Our society does not teach us that being appreciative is a virtue.  We will examines the importance of developing a spirit of gratitude as a competitive advantage toward employability. Continue reading

The Great Global Talent Search: Retooling for Greater Employability

sustainability-boy-worldI watch and listen. Industry leader Yasir Abulrahman was sharing with my undergraduate class an overview of cross-cultural interests as they related to operating a business in the Middle East. Yasir, who has Middle Eastern roots himself, explained how some U.S. managers went abroad on work assignments without understanding cultural sensitivity.

Sadly, these managers underestimated the problems associated with continental differences.  Yet, most companies cannot afford to make these international debacles.  Can you? This article examines how individuals can position themselves with greater employability by acquiring the necessary global competencies for the future. Continue reading

Valuing Servant-hood for Today’s Leaders

handshakes-business

When I was growing up, my mother was the youth director of our church.  In elementary school, there are pressures about being cool.  I was an active church member (and yes, a choir boy in the literal sense).

My mother expected her children to be the model young person, which involved participating in church required activities.  For me, that meant participating in morning worship where the youth were required to lead devotion periodically. A call for volunteers would go out to the youth.  Of course, most of my peers felt comfortable rejecting those requests to participate. Continue reading

The Great Global Talent Search

sustainability-boy-world

Globalization is a reality that’s not going away. Having the right management strategy can elevate a country’s financial well-being. India and China flex their mighty muscle due to the dominance of their outsourcing efforts. Thus, globalization provides a disruptive change to established paradigms. The National Intelligence Council’s Global Trends Report has been monitoring global trends across two decades.

In the Global Trends 2030: Alternative Worlds report, the study outlines the global landscape ahead for millions of unsuspecting international participants. For example, individual employment will accelerate due to poverty reduction, growth of the global middle class, greater educational attainment, widespread use of new communications and manufacturing technologies, and health-care advances.

Yet, power will shift to networks and alliances in a multipolar world. The U.S., European, and Japanese share of global income is projected to fall from 56% today to well under 50% by 2030. Asia will have surpassed North America and Europe in global power; China will probably have the largest economy.

Countries coming into prominent include India, Brazil, Columbia, Indonesia, Nigeria, South Africa, and Turkey. Leadership consultants Ernest Gundling, Karen Cvitkovich, and Terry Hogan understand the challenges faced by organizations attempting to go global:  “…the years ahead will most probably bring discontinuous events that cannot be accurately predicted based strictly upon extrapolations from the present, as with unanticipated and transformative events of recent years such as armed conflicts, terrorism, financial crises, piracy, epidemics, and environmental disasters precipitated by either natural or human causes.”

Going global is not an easy process. Countries attempt to invest more into their education system in order to better manage their own talent management system. Countries seek to find strategic gaps. For example, foreign countries now hold more than $12 trillion in U.S. assets, including stocks, bonds, real estate, and more financial elements. In fact, Japan and China are very motivated to support the American dollar so that Americans will continue to buy their goods, thus keeping their citizens working. However, some executives feel that going global is the same as domestic business. It isn’t.

In the 2012 Quarterly McKinley report, author Pankaj Ghemawat pointed out the weaknesses of global competency for business. According to a research study of senior executives, 76% believe their organizations needed to develop global leadership capabilities; yet, only 7% of them thought they were currently being effective. At a low scale, companies attempt to search for this talent with a lens of also attracting more cheap labor.

In fact, multinational businesses search the world for the best talent to fill their vacancies; some executives hope they can find the next Steve Jobs of Apple. Therefore, professionals need to equip themselves with the necessary skills to be marketable in a global environment. American companies realize they can ensure future profitability by marketing products and services abroad.

Global competencies will better secure the future for many.  Thirty percent of U.S. companies acknowledged that they had failed to exploit their international business opportunities fully due to insufficient internationally competent staff. Peter Cappelli, author of Why Good People Can’t Get Jobs, explains that even with over 23 million people unemployed, companies argue they cannot find qualified workers. Cappelli further notes that employers are looking for specific talent.

Moreover, Marshall Goldsmith, Cathy Greenberg, Alastair Robertson, and Maya Hu-Chan, author of Global Leadership: The Next Generation, utilized a 2-year accenture study of over 200 global organizations to produce a general framework for global leadership. The five global competencies included global thinking, appreciation of diversity, technological savvy, a willingness to partner and an openness to sharing leadership. In the past, CEOs did not consider the importance of global leadership competencies. The reality of globalization has changed this mindset. In order to build these necessary competencies, the following strategies are provided:

  • Obtain global awareness (i.e., daily environmental scanning).
  • Become fluent in a foreign language.
  • Seek coaching and/or mentoring with global leaders.
  • Participate in study abroad programs or find cultural immersion opportunities.
  • Search for international job assignments.
  • Take global leadership/global management at a local university.
  • Participate in diversity training in your local community.
  • Treat individuals fairly and with respect.
  • Seek ways to work with a diverse team/organization.
  • Conduct research, writings and publications on global issues.

Uncertainties and high risks will continue to plague businesses that seek to conduct business abroad. As the article has demonstrated, executives are in a quagmire due to the lack of sufficient international experience among current employees. Management Strategist C.K. Prahalad notes, “This world is one beset with ambiguity and stress.…Managers have to deal with these often conflicting demands simultaneously.” Rather than panic, employees and the unemployed should view international turbulence as unfiltered, innovative opportunities. Therefore, individuals who are prepared can position themselves with greater employability by acquiring the necessary global competencies for the future.

© 2015 by Daryl D. Green