What Can We Learn From True Global Leaders ?


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“To lead the people, walk behind them” -Lao-Tzu

What Fortune 100 global companies like GE based in North-America or French insurance company AXA, have in common ?  Why Apple, Google or 3M are among the most admired companies?

Those among the largest corporations in the world managed to surf on the wave of globalization and continue to grow despite the financial crisis mainly through their developments in emerging markets like in Asia or  Brazil.

They also have  the right  innovation strategy and manage their operations globally across cultures and markets leveraging their global assets.

As Global markets become more competitive and intertwined, companies are trying to standardize and optimize global business processes with  better leverage their global assets and talent pool.

Are You Getting The Full Potential from Your  Employees?

What Do You Do To Grow Your Global Talent Pool ?

About Anne Egros

Zest and Zen is a blog about Expat Life Challenges, Global Leadership, Intercultural Communication, Health and Wellness, Nutrition, Change Psychology, Life Transitions
This entry was posted in Executive Coaching, Global Economy, Global Executives, HR Management, innovation and tagged , , , , . Bookmark the permalink.

4 Responses to What Can We Learn From True Global Leaders ?

  1. I like the concept of “leading from behind.” When I think back to those people in my life who were my best employers, my best mentors, etc., I think they all encouraged my growth, initiative, and sense of responsibility by doing just that. Being a good leader isn’t easy!

  2. Hi Anne, why I waited until 10 PM to comment, I don’t know 🙂

    Certain leaders ‘walk behind their people’ because they have confidence in their ability to lead. Training is a big part of that. If you train your employees well, they are confident in their ability to lead new projects and to shoulder responsibility. Those that lead from behind, find that that kind of thinking results in more growth for their companies and better development. Empower the workers…

    I know one smart business consultant who wrote a great post on ‘Leading from Behind’ http://www.companyfounder.com/2011/07/leadership-great-leaders-often-lead-from-behind/

    I quote: ‘In my experience and observation, great leaders often “lead from behind”. By leading from behind, I mean to say that they get their troops, their employees, their team, or whatever the case may be as prepared as possible, they make sure they are clear on the objectives, and then they get out of the way, or they “get behind” their followers. They don’t go away completely, rather they just make way and allow the people they are leading to get in front, take charge, take responsibility and get to work.’

    Great minds think alike. Awesome post, Anne.

    • Thanks Dorien for the excellent comment and sharing the article. I really like this concept of leading from behind. Mentors sometimes may have counter-productive impact on their employees’ creativity and empowerment. Most leaders have been told to walk their talk, share their vision and focus on the future but actually the front line employees interacting with customers every day or the scientists learning the most innovative technologies in their field may have a better vision of what’s next for their industry. It is a rare quality for leaders to be humble and recognize that sometimes they can learn from their employees.

      • On the flip-side, I’ve worked with (so called) leaders who lead in the front and want to hold your hand or re-do everything you do. Undermining any hint at self-sufficiency, any team spirit and any initiative. That can be a very frustrating way to be led and very ineffective. From my own experience, the best leaders teach you, trust you and then just mentor you.

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