Building a Best-in-Class Executive Learning Experience

A "best-in class" executive learning experience is built to address barriers and organizational pain points for improved business results. The statistics incorporated in this infographic showcase the importance of diversity, cultural agility, and global competence in leadership development for improved strategic, and social outcomes.

Global Effectiveness

Global organizations continue to report difficulty identifying and staffing multinational leadership roles with "ready" talent. As a result, firms have global growth strategies without means to successfully execute. Despite these challenges, 92% of firms believe that global competence should be and can be developed through training.

In a survey of more than 300 human resource and training and development professionals1:

86% of global organizations said they will expand their operations to other countries in the next 3 years and 92% plan to extend the reach of their products or services in other countries in the same time period.

76% of multinational organizations believe they need to develop the global capabilities, but only 7% think they are currently doing it very effectively2.

41% of leaders in multinational companies believe they can lead effectively across countries and cultures3.

92% agreed that global competence is something that can be developed through training.

Culture

Multicultural sensitivity is a critical developmental issue for companies seeking to create global competence.

Organizational cultural barriers remain the top reason that most international strategies and mergers fail.

In a survey of 323 people by the Human Capital Institute and Executive Development, 57% of North American respondents, 74% of Asian respondents and 54% of Western European respondents listed multicultural sensitivity and awareness as the most important qualities for leaders in a global business environment4.

Diversity

Multiple studies have shown that organizations that are racially, ethnically, and gender diverse are more innovative, creative, faster to market, and more profitable because of the different perspectives diversity brings to an organization.

A survey conducted by mykindacrowd5 showed:

In 10 years, millennials will make up 75% of the workforce.

Ethnically diverse companies outperform peers by 35% and gender diverse companies are 15% more likely to do the same.

Forbes Insights surveyed 321 executives with direct responsibility or oversight for their companies diversity and inclusion programs. Among companies with more than $10 billion in revenue:

56% strongly agreed that diversity helps drive innovation6.

Why is diversity, culture, and global effectiveness important to businesses7?

90% - The percentage of leading executives from 68 countries who named multicultural leadership as their top management challenge.

$700,000 - The first year expense in moving an expat overseas, many of whom fail.

82% - The percentage of multinational firms losing money in China.

70% - The percentage of international ventures that fail due to cultural differences.

Sources

  1. http://www.kenan-flagler.unc.edu/~/media/Files/documents/executive-development/unc-white-paper-global-competence-final-pdf
  2. http://www.mckinsey.com/insights/leading_in_the_21st_century/devloping_global_leaders
  3. http://www.ddlworld.com/DDL/media/trend-research/gif-multinational-report_tr_ddl.pdf?ext.pdf
  4. http://www.kenanflagler.unc.edu/~/media/Files/documents/executive-development/unc-white-paper-developing-global-competence-final.pdf
  5. http://www.hrmagazine.co.uk/article-details/lack-of-workplace-diversity-deters-69-of-young-people
  6. http://c.ymcdn.com/sites/www.inbar.org/resource/resmgr/conclave/Tolbert_Forbes_Innovation_Th.pdf
  7. http://www.intelligentmindsets.com/cultural-intelligence-cq-16215896

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