Why Companies Should Adopt Global Mindsets
How successful an employee’s and manager’s interactions with global customers, suppliers, and colleagues depend on their abilities to think and act with a global reference and frame of mind. In today’s business world, being able to cope with the conflicts between a global focus and a local focus is a critical competency. Having a global mindset in business predisposes people to constructively cope with the competing priorities, rather than one set of cultural values. Possessing a global mindset is essential in solving the problems that arise within the company or organization.
Leaders who have a global mindset are often aware of the top challenges facing HR of global firms (Tarique et al., 2016). Knowing the challenges is crucial for it allows them to tackle the problems directly and to solve them. Having a global mindset is a critical skill of understanding the delicate cultural balance that exists in a corporate setting, and knowing that a lack of balance can derail the whole setup. Developing a global mindset is critical to an organization’s success, and this is because multinational employees with a global mindset perform better (Ungson & Wong, 2008). The global mindset of an organization starts with its leaders, whose ultimate goal should be creating an organization with a globally integrated business system. The entire workforce should be globally aware to support the enterprise’s global success.
Effective employee training is a critical part of the employee experience. The training programs laid out to both new and existing employees enables them to learn new skills and improve on the existing ones. Instructor-led classroom training is a traditional and widely used training method. It mimics other educational environments, such as a college course, and can be used by the company to train its workers. Other interactive alternative methods can be used to train the workers to develop a global mindset. Interactive training uses videos and other visual arts to instill the knowledge in the employees. More organizations are conducting their business outside the countries they are headquartered, and employees need to develop global mindsets to guarantee their survival.
References
Tarique, I., Briscoe, D.R., & Schuler, R.S. (2016). International Human Resource Management: Policies and practices for multinational enterprises (5th ed.). Routledge.
Ungson, G., & Wong, Y. (2008). Global strategic management. M.E. Sharpe.